OSFI Employee Survey (ES) 2018
Final Report

Prepared for:
Office of the Superintendent of Financial Institutions (OSFI)
Supplier name: Environics Research
Contract Number: 59017-180007/001/CY
Contract Value: $71,899.30 (including HST)
Contract Award Date: July 23, 2018
Delivery Date: March 15, 2019

POR Registration Number: POR 019-18
For more information on this report, please contact OSFI at: information@osfi-bsif.gc.ca

Ce rapport est aussi disponible en français

Copyright

OSFI Employee Survey (ES) 2018

Final Report

Prepared for: Office of the Superintendent of Financial Institutions

Supplier name: Environics Research
March 2019

This public opinion research report presents the results of an online survey conducted by Environics Research on behalf of the Office of the Superintendent of Financial Institutions. The research was conducted with OSFI employees between September and October 2018.

Cette publication est aussi disponible en français sous le titre : Sondage auprès des employés (SE) du BSIF - édition 2018.

This publication may be reproduced for non-commercial purposes only. Prior written permission must be obtained from the Office of the Superintendent of Financial Institutions. For more information on this report, please contact the Office of the Superintendent of Financial Institutions at: information@osfi-bsif.gc.ca

Communications and Consultations Division
Office of the Superintendent of Financial Institutions
255 Albert St.
Ottawa, ON K1A 0H2

Catalogue Number:
IN4-29/2018E-PDF

International Standard Book Number (ISBN):                                                                                 
ISBN 978-0-660-30290-4

Related publications (registration number: POR 019-18):
Catalogue Number IN4-29/2018F-PDF (Final Report, French)
ISBN 978-0-660-30291-1

© Her Majesty the Queen in Right of Canada, as represented by the Minister of Finance, 2019

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 2018 findings and provides a discussion of these results in comparison to the 2017 OSFI employee survey.

The survey was made available in both official languages and was completed online by OSFI employees between September 12th and October 19th, 2018. 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 85% 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 contract value for the project was $71,899.30 (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 Policy on Communications and Federal Identity and the Directive on the Management of Communications.

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 measures the effectiveness of those improvements in the subsequent survey. As per OSFI's 2018-19 Departmental Plan, one of OSFI's key priorities is to "set and meet high standards for managing our own resources." This priority includes the commitment by OSFI to "continue to set high standards for the management of its employees, systems, information and financial resources" and to "closely monitor its performance to ensure that those standards are met." 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 the 2017 wave, OSFI has conducted 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 12 to October 19, 2018. 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 2018 survey which was largely consistent with the 2017 questionnaire. It contained 77 closed-ended questions, two open ended (comment) questions and twelve demographic questions and was organized into seven thematic sections. Compared to the 2017 version, a total of 16 questions were dropped, twenty new questions were added (two of them about demographic/organizational information) and the wording of four questions were modified. A total of 56 questions can be directly compared to 2017 (50 questions with 5-point agree/disagree scales and 6 other questions).

Response Rates

In total, 696 employees were invited to participate with 589 employees completing the survey for an overall response rate of 85%. The response rate was relatively consistent across OSFI's sectors/groups. Among employees who responded, 22% chose not to identify their work unit or sector/group (compared with 18% in 2017), effectively reducing the response rate in various sectors/groups. Most at least identified their sector/group, with only 9% 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 (589) is divided by the total number of OSFI employees (696). As a result, the response rate for any given sector may be higher than reported in Table 1 as the 52 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 85% of the population is included.

Table 1 – Response rate

Sector Number of Employees Completed Surveys Response Rate
Superintendent's Office and Internal Audit 23 11 48%
Corporate Services Sector 200 148 74%
Regulation Sector 107 82 77%
Deposit Taking Supervision Sector 109 88 81%
Risk Support Sector 107 101 94%
Chief Actuary's Office 33 28 85%
Insurance Supervision Sector 95 66 69%
Common Supervisory Services 22 13 59%
Prefer not to say - 52 -
Total 696 589 85%

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 eight employees at OSFI, including five 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 589 completed interviews, 192 provided a valid open-ended comment (33% of respondents), and 166 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 110
Talent Management 86
Culture and Community 69
Work-Life Balance 64
Communication 55
Corporate Focus 33
Other 24

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 25%. In terms of location, the concentration is largely split between Toronto (47%) and Ottawa (39%) with two per cent of respondents working in Montreal, one percent from Vancouver and a segment of survey respondents who chose not to indicate their location (11%).

There was a roughly even split among employees responding by gender (43% female, 39% male 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 62%, 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 (72% with 16% being REX) and three quarters (74%) list their official language as English (compared to 14% who said they were bilingual and 7% who said French).

Table 3 - Sample distribution by key segments of the organization

Count Percent
Sector/Group
Superintendent's Office and Internal Audit 11 2%
Corporate Services Sector 148 25%
Regulation Sector 82 14%
Deposit Taking Supervision Sector 88 15%
Risk Support Sector 101 17%
Chief Actuary's Office 28 5%
Insurance Supervision Sector 66 11%
Common Supervisory Services 13 2%
Prefer not to say 52 9%
In which city do you work?
Ottawa 228 39%
Toronto 276 47%
Montreal 12 2%
Vancouver 8 1%
Prefer not to say 65 11%
Are you:
Male 231 39%
Female 253 43%
Prefer not to say 105 18%
Sexual orientation?
Heterosexual 420 71%
Homosexual (e.g. gay or lesbian) 16 3%
Bisexual 4 1%
Other 6 1%
Prefer not to say 143 24%
How long have you worked at OSFI?
Less than 2 years 96 16%
Between 2 to 15 years 367 62%
More than 15 years 72 12%
Prefer not to say 54 9%
Are you:
RE 425 72%
REX 96 16%
Prefer not to say 68 12%
To assist with OSFI's Official Language plans, please indicate your official language of choice
English 433 74%
French 40 7%
Bilingual 80 14%
Prefer not to say 36 6%

Across the 66 closed-ended scale questions in the survey, the average index score is 4.10, directionally higher than the score in 2017 (4.05). Employees in the Superintendent's Office and Internal Audit (which did not have enough responses in 2017 to report results) have the highest index score overall (4.51) while those in the Corporate Services, Office of the Chief Actuary, Regulation and Common Supervisory Services sectors have index scores which are higher than the OSFI-wide average. The index scores in the Risk Support, Insurance Supervision and Deposit-taking Supervision sectors are all lower than the OSFI-wide average.

Results among sectors/groups that are comparable to 2017 are almost all higher than those from 2017 with the most notable exception being those in Common Supervisory Services which decreased from 4.26 to 4.12.

Table 4 – Overall mean by group and year

Sector/Group 2018 2017
Superintendent's Office and Internal Audit 4.51 *
Corporate Services Sector 4.28 4.22
Office of the Chief Actuary 4.24 4.13
Regulation Sector 4.22 4.23
Common Supervisory Services 4.12 4.26
OSFI Overall 4.10 4.05
Risk Support Sector 4.07 3.95
Insurance Supervision Sector 4.00 3.90
Deposit-taking Supervision Sector 3.91 3.90

*Sample size too small to report

Table 5 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 Corporate Focus. Work-Life Balance and Immediate Supervisor are the most positive areas of the survey. Talent Management is the thematic area with the widest gap in scores among the sectors.

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 Superintendent's Office & Internal Audit OSFI Overall
Corporate Focus 3.87 4.01 3.84 3.75 3.96 4.11 4.34 4.32 3.92
Communication 4.24 4.02 3.98 4.10 4.20 4.18 4.16 4.63 4.13
Immediate Supervisor 4.29 4.38 4.15 4.01 4.46 4.57 4.34 4.72 4.31
Senior Management 3.84 4.02 3.70 3.69 4.07 3.95 4.04 4.03 3.83
Talent Management 3.95 4.07 3.92 3.85 4.13 4.34 4.11 4.63 4.05
Work-Life Balance 4.39 4.35 4.46 4.19 4.45 4.51 4.46 4.66 4.41
Culture & Community 3.96 4.07 3.97 3.82 4.20 4.23 4.27 4.40 4.03

Detailed Findings

Leadership: Immediate Supervisor

Summary

Table 6 – 2018 results for Leadership: Immediate Supervisor

Strongly agree Somewhat agree Neither disagree nor agree Somewhat disagree Strongly disagree
Encourages collaboration within his/her team 66% 21% 7% 3% 3%
Seeks the opinions and suggestions of his/her employees 66% 21% 6% 5% 2%
Appreciates my work** 65% 23% 5% 5% 3%
Creates an environment where I feel free to discuss matters that affect my well-being at work 65% 19% 6% 6% 4%
Creates an inclusive workplace** 62% 21% 6% 6% 4%
Encourages collaboration across OSFI* 61% 23% 11% 4% 2%
Acts on the suggestions of his/her employees 58% 25% 8% 6% 3%
Has the right leadership competencies to lead* 57% 26% 4% 8% 5%
I am confident approaching my immediate supervisor with concerns without fear of reprisal 54% 23% 7% 7% 9%

*Note: The wording of this question was modified and cannot be compared to 2017.
**Note: This is a new question in 2018.

Table 7 – Comparison results for Leadership: Immediate Supervisor

2018 % Strongly Agree 2017 % Strongly Agree 2018 Mean 2017 Mean
Encourages collaboration within his/her team 66% 67% 4.44 4.45
Seeks the opinions and suggestions of his/her employees 66% 65% 4.43 4.40
Appreciates my work** 65% - 4.42 -
Creates an environment where I feel free to discuss matters that affect my well-being at work 65% 65% 4.34 4.35
Creates an inclusive workplace** 62% - 4.32 -
Encourages collaboration across OSFI* 61% - 4.36 -
Acts on the suggestions of his/her employees 58% 59% 4.29 4.29
Has the right leadership competencies to lead* 57% - 4.21 -
I am confident approaching my immediate supervisor with concerns without fear of reprisal 54% 62% 4.07 4.18

*Note: The wording of this question was modified and cannot be compared to 2017.
**Note: This is a new question in 2018.

Comment Analysis

A total of 110 open-ended comments involved leadership overall (both senior management and immediate supervisors). Many expressed appreciation for the leadership training that managers have received recently. Some expressed a desire for more diversity in leadership positions. There were also critical comments about managers lacking 'soft' people management skills and/or technical skills.

Leadership: Senior Management

Summary

Table 8 – 2018 results for Leadership: Senior Management

Strongly agree Somewhat agree Neither disagree nor agree Somewhat disagree Strongly disagree
Treats employees with respect 43% 32% 12% 9% 4%
I have confidence in the Executive Committee to lead OSFI 37% 35% 15% 9% 4%
I have confidence in the Senior Management Team to lead OSFI 35% 41% 11% 8% 4%
Strives for the success of the entire organization rather than the success of individuals or groups 32% 35% 14% 13% 6%
The Executive Committee is providing clear strategic direction for the organization** 28% 39% 19% 10% 4%
The actions taken as a result of the Employee Survey have had an impact on the work environment 15% 43% 22% 12% 8%

**Note: This is a new question in 2018.

Table 9 – Comparison results for Leadership: Senior Management

2018 % Strongly Agree 2017 % Strongly Agree 2018 Mean 2017 Mean
Treats employees with respect 43% 42% 4.01 4.05
I have confidence in the Executive Committee to lead OSFI 37% 41% 3.92 4.04
I have confidence in the Senior Management Team to lead OSFI 35% 39% 3.96 3.98
Strives for the success of the entire organization rather than the success of individuals or groups 32% 32% 3.73 3.70
The Executive Committee is providing clear strategic direction for the organization** 28% - 3.77 -
The actions taken as a result of the Employee Survey have had an impact on the work environment 15% 15% 3.45 3.37

**Note: This is a new question in 2018.

Comment Analysis

A total of 110 open-ended comments involved leadership overall (both senior management and immediate supervisors). While some did express positive views about the OSFI executive, the main theme that emerged was a feeling of disconnection between them and the majority of employees. Another theme was the need to have an outlet to provide feedback on senior management and/or the executive committee.

Talent Management

Summary

Table 10 – 2018 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 80% 15% 3% 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 56% 27% 8% 6% 3%
In the past year I have had an opportunity to expand my skill set/knowledge 54% 27% 7% 7% 4%
I receive useful feedback from my immediate supervisor** 54% 27% 7% 7% 5%
I understand how my performance review is linked to my pay 53% 27% 8% 7% 4%
My position makes good use of my personal strengths** 48% 32% 6% 9% 5%
I get the (internal or external) training I need to do my job 46% 34% 9% 8% 3%
I get the coaching I need to do my job well 39% 32% 15% 9% 6%
OSFI makes tools and resources available to take responsibility for my career development 38% 32% 14% 11% 5%
Performance review process useful in helping set objectives to improve job performance 38% 27% 15% 12% 9%
My immediate supervisor does a good job of addressing poor performance in the workplace 37% 26% 21% 8% 8%
The process of selecting a person for a position is done fairly at OSFI 23% 25% 17% 21% 13%

**Note: This is a new question in 2018.

Table 11 – 2018 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)? 30% 59% 11%
Yes No Prefer not to say
I receive the support I need to address unsatisfactory performance issues
(Among those who have direct reports n=174)		 70% 10% 20%

Table 12 – Comparison results for Talent Management

2018 % Strongly Agree 2017 % Strongly Agree 2018 Mean 2017 Mean
The training offered by OSFI is available to me in the official language of my choice 80% 82% 4.73 4.72
I receive timely feedback from my immediate supervisor 56% 56% 4.27 4.26
I understand the performance criteria used to evaluate my job performance 56% 55% 4.26 4.26
In the past year I have had an opportunity to expand my skill set/knowledge 54% 50% 4.21 4.13
I receive useful feedback from my immediate supervisor** 54% - 4.19 -
I understand how my performance review is linked to my pay 53% 54% 4.18 4.17
My position makes good use of my personal strengths** 48% - 4.10 -
I get the (internal or external) training I need to do my job 46% 43% 4.12 4.07
I get the coaching I need to do my job well 39% 38% 3.88 3.92
OSFI makes tools and resources available to take responsibility for my career development 38% 34% 3.85 3.81
Performance review process useful in helping set objectives to improve job performance 38% 34% 3.72 3.70
My immediate supervisor does a good job of addressing poor performance in the workplace 37% 27% 3.78 (n) 3.61
The process of selecting a person for a position is done fairly at OSFI 23% 27% 3.24 3.37

**Note: This is a new question in 2018.

Comment Analysis

A total of 86 open-ended comments related to Talent Management were provided. Many of these comments mention concerns with the job competition processes at OSFI, namely a concern that the process is not always based on merit. Others mention that more hires should be made internally and raise issues related to the feedback they receive from their supervisor.

Culture and community

Summary

Table 13 – 2018 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 71% 25% 2% 1% 0%
I am proud to work for OSFI 58% 28% 10% 2% 1%
I would recommend OSFI as a good place to work 51% 28% 13% 4% 3%
In the past year I received recognition for work well done, either from a manager or a colleague 50% 28% 10% 8% 4%
OSFI implements activities and practices that support a diverse workplace 49% 32% 11% 6% 2%
I am encouraged to be innovative or take initiative in my work** 46% 30% 12% 7% 5%
All things considered, I am satisfied with my current job 46% 33% 10% 7% 4%
OSFI works hard to create a workplace that prevents discrimination** 46% 29% 15% 7% 3%
I think that OSFI has a culture that respects individual differences 46% 33% 9% 8% 4%
I DO NOT have intentions of looking for a job outside of OSFI within the next 12 months 45% 16% 18% 11% 11%
My work unit offers a psychologically healthy environment** 42% 35% 10% 10% 3%
I feel that I am a valued member of OSFI 42% 31% 14% 7% 5%
Overall, I would say that OSFI has a positive work environment 41% 39% 9% 9% 3%
I DO NOT experience considerable tension on a regular basis in my work environment 32% 27% 15% 17% 9%
I believe senior management is engaged with OSFI staff 30% 39% 14% 12% 5%
OSFI does a good job of raising awareness of mental health in the workplace 20% 33% 23% 16% 8%

**Note: This is a new question in 2018.

Table 14 – Comparison results for Culture and Community

2018 % Strongly Agree 2017 % Strongly Agree 2018 Mean 2017 Mean
I have positive working relationships with my co-workers 71% 73% 4.66 4.68
I am proud to work for OSFI 58% 63% 4.39 4.44
I would recommend OSFI as a good place to work 51% 51% 4.21 4.18
In the past year I received recognition for work well done, either from a manager or a colleague 50% 49% 4.11 4.14
OSFI implements activities and practices that support a diverse workplace 49% 55% 4.22 4.31
I am encouraged to be innovative or take initiative in my work** 46% - 4.05 -
All things considered, I am satisfied with my current job 46% 45% 4.09 4.07
OSFI works hard to create a workplace that prevents discrimination** 46% - 4.08 -
I think that OSFI has a culture that respects individual differences 46% 55% 4.09 (n) 4.28
I DO NOT have intentions of looking for a job outside of OSFI within the next 12 months 45% 43% 3.73 3.68
My work unit offers a psychologically healthy environment** 42% - 4.02 -
I feel that I am a valued member of OSFI 42% 40% 3.97 3.97
Overall, I would say that OSFI has a positive work environment 41% 42% 4.06 4.07
I DO NOT experience considerable tension on a regular basis in my work environment. 32% 40% 3.57 (n) 3.79
I believe senior management is engaged with OSFI staff 30% 27% 3.78 3.72
OSFI does a good job of raising awareness of mental health in the workplace 20% 22% 3.42 3.39

**Note: This is a new question in 2018.

Tables 15 & 16 – 2018 results for Harassment

Yes No
Having carefully read the definition of harassment, have you been the victim of harassment on the job in the past year?"** 8% 92%

**Note: This is a new question in 2018.

From whom did you experience harassment on the job?** (Among those who experienced harassment n=47) % Please indicate the nature of the harassment you experienced** (Among those who experienced harassment n=47) %
My immediate supervisor 38% Aggressive behaviour 53%
Co-workers 36% Offensive remark 49%
Senior management 32% Yelling or shouting 47%
Individuals from other departments or agencies 13% Unfair treatment 45%
Individuals from the institutions that we regulate 4% Excessive control 43%
My direct reports 2% Humiliation 38%
Other 17% Personal attack 34%
Being excluded or being ignored 32%
Interference with work or withholding resources 26%
Threat 15%
Sexual comment or gesture 4%
Other 4%
Prefer not to say 4%

**Note: This is a new question in 2018.

Tables 17 & 18 – 2018 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? 5% 95%

From whom did you experience discrimination on the job? (Among those who experienced discrimination n=32) % Did you experience discrimination because of your...? ** (Among those who experienced discrimination n=32) %
My immediate supervisor 41% Age 34%
Senior management 41% National or ethnic origin 22%
Co-workers 25% Race 19%
Individuals from other departments or agencies 9% Colour 16%
Other 28% Disability 13%
Family status 13%
Sex 9%
Marital status 9%
Religion 3%
Gender identity or expression 3%
Other 22%
Prefer not to say 16%

**Note: This is a new question in 2018.

Table 19 – Reasons for being proud to work for OSFI

Can you please share the reason(s) why you are proud to work for OSFI** (Those who agree they are proud to work for OSFI and provided a valid response n=279) %
OSFI's valuable/important role/mandate in protecting/benefitting Canadian finance/Canadians 53%
Good/talented/qualified/ethical co-workers 32%
Good organization/positive work environment/culture 30%
OSFI's Respected reputation/contribution to the industry/international reputation 22%
Interesting/challenging work/I enjoy the work 12%
Work-life balance 7%
Feel I am making a meaningful/positive contribution to society 6%
Training/learning/resources 6%
The compensation is good/advancement opportunities 4%
Want to work in the public sector/like the public sector better than the private 1%
Other 1%

**Note: This is a new question in 2018.

Comment Analysis

Culture and Community was mentioned in 69 employee comments. A common theme was the suggestion that executive committee members be more visible/available to employees. Another was the need to bring together different locations/groups.

Communication

Summary

Table 20 – 2018 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 89% 6% 3% 1% 1%
During meetings with my team I feel free to use the official language of my choice 79% 9% 4% 4% 4%
When I prepare written material for internal purposes, I feel free to use the official language of my choice 79% 10% 4% 4% 4%
I understand my obligations at OSFI with respect to the Official Languages Act 65% 27% 4% 3% 1%
I am kept informed about issues affecting my team 50% 33% 4% 10% 3%
I am kept informed about issues affecting my Sector/group 32% 42% 9% 13% 4%
I am kept informed about the future direction for OSFI 25% 41% 15% 15% 5%
Communication is effective between teams within my Sector/group 24% 41% 11% 17% 6%
Essential information flows effectively from OSFI's Executive Committee to staff 20% 45% 14% 16% 6%

Table 21 – Comparison results for Communication

2018 % Strongly Agree 2017 % Strongly Agree 2018 Mean 2017 Mean
When I communicate with my immediate supervisor I feel free to use the official language of my choice 89% 87% 4.79 4.73
During meetings with my team I feel free to use the official language of my choice 79% 79% 4.55 4.57
When I prepare written material for internal purposes, I feel free to use the official language of my choice 79% 75% 4.56 4.49
I understand my obligations at OSFI with respect to the Official Languages Act 65% 61% 4.52 4.52
I am kept informed about issues affecting my team 50% 53% 4.17 4.25
I am kept informed about issues affecting my Sector/group 32% 30% 3.86 3.84
I am kept informed about the future direction for OSFI 25% 20% 3.66 (n) 3.52
Communication is effective between teams within my Sector/group 24% 21% 3.61 3.54
Essential information flows effectively from OSFI's Executive Committee to staff 20% 19% 3.57 3.51

Comment Analysis

A total of 55 employee comments touched on Communication. One theme relates to a feeling that communication strategies being used by the executive committee do not always provide the information employees want, nor allow for the opportunity to provide feedback. A second theme is that communication between teams/locations is not as strong as it could be.

Work-Life Balance

Summary

Table 22 – 2018 results for Work-life Balance

Strongly agree Somewhat agree Neither disagree nor agree Somewhat disagree Strongly disagree
If operational requirements allow it, my immediate supervisor supports the use of flexible work arrangements 72% 18% 4% 4% 2%
I can talk to my immediate supervisor about the amount of work I have to do** 70% 19% 5% 4% 2%
My immediate supervisor supports my efforts to balance my work, family and personal life, and applies OSFI's policies as needed 69% 20% 5% 3% 3%
I have flexibility to prioritize tasks and responsibilities when facing multiple demands at work** 61% 27% 5% 5% 2%
I feel supported at work when I am dealing with personal or family issues** 60% 25% 9% 3% 3%
OSFI provides appropriate resources to assist me in managing challenges in balancing my work, family and personal life 53% 27% 15% 4% 2%
OSFI has good policies and practices to support balance between work, family and personal life 50% 37% 6% 6% 2%

**Note: This is a new question in 2018.

Tables 23 & 24– Employee status and hours worked

Full-time Part-time Prefer not to say
I am considered a part/full time employee? 96% 1% 3%

< 40 Hours 40 – 48 Hours > 48 Hours Prefer not to say
How many hours do you work in an average week? 34% 46% 8% 12%

Table 25 – Comparison results for Work-life Balance

2018 % Strongly Agree 2017 % Strongly Agree 2018 Mean 2017 Mean
If operational requirements allow it, my immediate supervisor supports the use of flexible work arrangements 72% 68% 4.53 4.49
I can talk to my immediate supervisor about the amount of work I have to do** 70% - 4.52 -
My immediate supervisor supports my efforts to balance my work, family and personal life, and applies OSFI's policies as needed 69% 69% 4.51 4.51
I have flexibility to prioritize tasks and responsibilities when facing multiple demands at work** 61% - 4.40 -
I feel supported at work when I am dealing with personal or family issues** 60% - 4.35 -
OSFI provides appropriate resources to assist me in managing challenges in balancing my work, family and personal life 53% 50% 4.24 4.22
OSFI has good policies and practices to support balance between work, family and personal life 50% 48% 4.28 4.23

**Note: This is a new question in 2018.

Comment Analysis

A total of 64 open-ended comments touched on Work-Life Balance. Although some feel that access to flexible work arrangements has improved, there remain concerns about the inconsistent application of OSFI policies in this area.

Corporate Focus

Summary

Table 26 – 2018 results for Corporate Focus

Strongly agree Somewhat agree Neither disagree nor agree Somewhat disagree Strongly disagree
I understand OSFI's values 83% 13% 1% 1% 1%
My physical environment is suitable for my job requirements** 51% 30% 6% 10% 4%
Generally, OSFI values are demonstrated by the people who work at OSFI 42% 37% 10% 9% 3%
If faced with an ethical dilemma, I know where I can go for help** 39% 34% 10% 11% 6%
I feel I can initiate a formal recourse process** 20% 26% 20% 19% 15%
As an organization, OSFI is doing a good job of managing organizational change 16% 40% 14% 21% 9%

**Note: This is a new question in 2018.

Table 27 – Comparison results for Corporate Focus

2018 % Strongly Agree 2017 % Strongly Agree 2018 Mean 2017 Mean
I understand OSFI's values 83% 83% 4.76 4.77
My physical environment is suitable for my job requirements** 51% - 4.15 -
Generally, OSFI values are demonstrated by the people who work at OSFI 42% 39% 4.06 4.02
If faced with an ethical dilemma, I know where I can go for help** 39% - 3.87 -
I feel I can initiate a formal recourse process** 20% - 3.19 -
As an organization, OSFI is doing a good job of managing organizational change 16% 13% 3.34 3.30

**Note: This is a new question in 2018.

Comment Analysis

A total of 33 comments touching on the theme of Corporate Focus were provided by employees. Some employees praise the job the current leadership is doing while others offered suggestions about how the corporate vision could be better articulated to employees.

Appendix A: Email Invitation

SUBJECT: 2018 OSFI Employee Survey / Sondage auprès des employés du BSIF – Édition 2018

Dear Employee,

Environics has been commissioned by the Office of the Superintendent of Financial Institutions (OSFI) to conduct its 2018 Employee Survey.

This survey is designed to gather the feedback of OSFI employees about various aspects of their working environment.

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.

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.

Please complete the survey by October 12.

Results of the survey will be shared with OSFI employees in the winter.

To begin the survey, click on the link below
<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

SUJECT: Sondage auprès des employés du BSIF – Édition 2018 / 2018 OSFI Employee Survey

Bonjour,

Le Bureau du surintendant des institutions financières (BSIF) a confié l'administration de l'édition 2018 de son sondage auprès des employés au cabinet Environics.

Ce sondage a pour but de recueillir le point de vue des employés du BSIF au sujet de divers aspects de leur travail.

Vos réponses vont demeurer strictement confidentielles. Les résultats du sondage ne seront présentés que sous forme d'un condensé réunissant les réponses d'au moins dix employés.

Il ne vous faudra qu'une vingtaine de minutes pour le remplir au moment qui vous conviendra. Vous pourrez quitter le sondage pour y revenir plus tard, et reprendre à l'endroit même où vous étiez en le quittant.

Veuillez répondre au sondage d'ici le 12 octobre.

Les résultats du sondage seront communiqués aux employés du BSIF à l'hiver.

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

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

Note : Ce lien unique est associé à votre courriel. Veuillez donc NE PAS FAIRE PARVENIR ce message ou ce lien à quelqu'un d'autre.

Si vous avez des questions sur le sondage, communiquez avec moi à tony.coulson@environics.ca. Tous les appels demeureront confidentiels.

Nous vous remercions à l'avance de votre participation.

Tony Coulson
Vice-président
Environics Research

Appendix B: Email Reminder

SUBJECT: Final reminder: 2018 OSFI Employee Survey / Dernier rappel : Sondage auprès des employés du BSIF – Édition 2018

Dear Employee,

Tomorrow, October 19, is the last day to take the 2018 OSFI Employee Survey. Please complete the survey to have your say.

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.

To begin the survey, click on the link below
<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

SUJECT: Dernier rappel : Sondage auprès des employés du BSIF – Édition 2018 / Final reminder: 2018 OSFI Employee Survey

Bonjour,

Demain, le 19 octobre, c'est la dernière journée pour participer au sondage auprès des employés du BSIF, édition 2018. Veuillez y répondre pour avoir voix au chapitre.

Il ne vous faudra qu'une vingtaine de minutes pour remplir le sondage au moment qui vous conviendra. Vous pourrez le quitter pour y revenir plus tard, et reprendre à l'endroit même où vous étiez en le quittant.

Vos réponses vont demeurer strictement confidentielles. Les résultats du sondage ne seront présentés que sous forme d'un condensé réunissant les réponses d'au moins dix employés.

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

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

Note : Ce lien unique est associé à votre courriel. Veuillez donc NE PAS FAIRE PARVENIR ce message ou ce lien à quelqu'un d'autre.

Si vous avez des questions sur le sondage, communiquez avec moi à tony.coulson@environics.ca. Tous les appels demeureront confidentiels.

Nous vous remercions à l'avance de votre participation.

Tony Coulson
Vice-président
Environics Research

Appendix C: Survey Instrument: English

Welcome to the 2018 OSFI Employee Survey / Bienvenue au sondage auprès des employés du BSIF - édition 2018

Please select your preferred language: / Veuillez chocher la langue de votre choix:

English
French

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 12th, 2018.

Your privacy will be respected

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.

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 (PN: 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.

SECTION I: CORPORATE FOCUS

Please indicate your level of agreement with each statement.

Q1
I understand OSFI's values (Professionalism, Integrity, Respect for People).

Q2
As an organization, OSFI is doing a good job of managing organizational change (e.g., changes in reporting structures, staffing levels, technology renewal).

Q3
Generally, OSFI values are demonstrated by the people who work at OSFI.

Q4
If I am faced with an ethical dilemma or a conflict between values in the workplace, I know where I can go for help in resolving the situation.

Q5
I feel I can initiate a formal recourse process (e.g., grievance, complaint, appeal) without fear of reprisal.

Q6
My physical environment (e.g., office, workspace) is suitable for my job requirements.

SECTION II: COMMUNICATION

Q7
Communication is effective between teams within my Sector/group.**

** 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.

I am kept informed about:

Q8
Issues affecting my team.

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
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).

Q14
During meetings with my team I feel free to use the official language of my choice (English or French).

Q15
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

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

Q16
Has the right leadership competencies* to lead.

Q17
Seeks the opinions and suggestions of his/her employees.

Q18
Acts on the suggestions of his/her employees.

Q19
Appreciates my work.

Q20
Encourages collaboration within his/her team.**

Q21
Encourages collaboration across OSFI.

Q22
Creates an inclusive*** workplace (e.g. where I feel heard, respected and understood).

Q23
Creates an environment where I feel free to discuss matters that affect my well-being at work.

* 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.
** 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.
*** An environment that expressly values the individual, where employees feel safe, involved, appreciated, and connected.

Q24
I am confident approaching my immediate supervisor with concerns without fear of reprisal.

OSFI's Senior Management Team (This includes all Managing Directors and Senior Directors (e.g. REX-08 – REX-10)):

Q25
Strives for the success of the entire organization rather than the success of individuals or groups.

Q26
Treats employees with respect.

Q27
The actions taken as a result of the Employee Survey have had an impact on the work environment.

Q28
I have confidence in the Senior Management Team* to lead OSFI.

Q29
I feel that the Executive Committee** is providing clear strategic direction for the organization.

Q30
I have confidence in the Executive Committee** to lead OSFI.

* OSFI's Senior Management Team includes all Managing Directors and Senior Directors (e.g. REX-08 – REX-10).
** 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

Q31
I receive timely feedback from my immediate supervisor.*

Q32
I receive useful feedback from my immediate supervisor*.

Q33
I understand the performance criteria used to evaluate my job performance.

Q34
I understand how my performance review is linked to my pay.

Q35
The performance review process has been useful in helping me set objectives to improve my job performance.

Q36
My immediate supervisor* does a good job of addressing poor performance in the workplace.

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

Q37
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.

Q37B (If... Q37 = Yes)
I receive the support I need to address unsatisfactory performance issues.

Q38
My position makes good use of my personal strengths.

Q39
I get the (internal or external) training I need to do my job.

Q40
The training offered by OSFI is available to me in the official language of my choice (English or French).

Q41
I get the coaching I need to do my job well.

Q42
OSFI makes tools and resources available for me to take responsibility for my career development.*

Q43
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.).

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

Q44
The process of selecting a person for a position is done fairly at OSFI.

SECTION V: WORK-LIFE BALANCE

Q45
OSFI has good policies and practices to support balance between work, family and personal life.

Q46
My immediate supervisor* supports my efforts to balance my work, family and personal life, and applies OSFI's policies as needed.

Q47
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).

Q48
I have flexibility to prioritize tasks and responsibilities when facing multiple demands at work.

Q49
I can talk to my immediate supervisor* about the amount of work I have to do.

Q50
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.

Q51
I feel supported at work when I am dealing with personal or family issues.

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

Q52
How many hours do you work in an average week? [Range: 1.0 to 99.9]

Q53
I am considered a:

SECTION VI: CULTURE AND COMMUNITY

Q54
OSFI implements activities and practices that support a diverse workplace.*

Q55
I think that OSFI has a culture** that respects individual differences (e.g., culture, work styles, diversity of thought, etc.)***

Q56
OSFI does a good job of raising awareness of mental health**** in the 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. It encompasses all the differences between colleagues' personal and professional identity.

** 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.

**** 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. Please indicate your level of agreement with each statement.

Q57
I have positive working relationships with my co-workers.

Q58
I experience considerable tension on a regular basis in my work environment.

Q59
My work unit offers a psychologically healthy environment (i.e. where I feel confident to speak up and express my opinions).

Q60
OSFI works hard to create a workplace that prevents discrimination*.

*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 13 prohibited grounds of discrimination under the Canadian Human Rights Act: race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender identity or expression, marital status, family status, genetic characteristics, disability, and pardoned conviction or suspended record.

Harassment is improper conduct by an individual that is directed at and is offensive to another person or persons in the workplace, and which the individual knew or ought reasonably to have known would cause offence or harm. It comprises any objectionable act, comment or display that demeans, belittles, or causes personal humiliation or embarrassment, and any act of intimidation or threat. It includes harassment within the meaning of the Canadian Human Rights Act (CHRA). Conduct that is discriminatory under the CHRA includes harassment of a person because of his or her race, national or ethnic origin, colour, religion, age, sex, gender identity or expression, marital or family status, genetic characteristics, physical or mental disability, sexual orientation, or conviction for an offence for which a pardon has been granted.

Q61
Having carefully read the definition of harassment, have you been the victim of harassment on the job in the past year?

Q61B [If Q61 =Yes]
From whom did you experience harassment on the job? (Check all that apply)

Q61C [If Q61 =Yes], Multiselect
Please indicate the nature of the harassment you experienced

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 13 prohibited grounds of discrimination under the Canadian Human Rights Act: race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender identity or expression, marital status, family status, genetic characteristics, disability, and pardoned conviction or suspended record.

Q62
Having carefully read the definition of discrimination, have you been the victim of discrimination on the job in the past year?

Q62B [If Q62 =Yes]
Did you experience discrimination because of your..? (Check all that apply)

Q62C [if Q62=Yes]
From whom did you experience discrimination on the job? (Check all that apply)

Q63
I believe senior management* is engaged with OSFI staff (i.e. participate in staff activities; interact informally with staff).

Q64
In the past year, I received recognition for work well done, either from a manager or a colleague.

Q65
Overall, I would say that OSFI has a positive work environment.

Q66
I am encouraged to be innovative or take initiative in my work.

Q67
I feel that I am a valued member of OSFI.

Q68
I am proud to work for OSFI.

Q68B [If Q68 = somewhat or strongly agree]
Can you please share the reason(s) why you are proud to work for OSFI.

Q69
I would recommend OSFI as a good place to work.

Q70
All things considered, I am satisfied with my current job.

Q71
I have intentions of looking for a job outside of OSFI within the next 12 months.

* OSFI's Senior Management Team includes all Managing Directors and Senior Directors (e.g. REX-08 – REX-10).

SECTION VII: COMMENTS

Q72
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)?

PN: SKIP IF "NO ADDITIONAL COMMENTS" SELECTED AT Q72"

Q72B
Which of the following area(s) are your comments related to (select all that apply):

PN: SKIP IF "NO ADDITIONAL COMMENTS" SELECTED AT Q72"

Q73
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 VIII: 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. In accordance with 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.

Q74
How long have you worked at OSFI?

Q75
Are you:

Q76
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 completed surveys across any demographic factor.

Q77
Are you:

Q78
If you are comfortable responding, what is your sexual orientation?

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.

Q79
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.

Q80
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.

Q81
Are you a person with a disability?

Q82
What is your Sector/group?

Q83
PN: SHOW SUBGROUPS BASED ON SELECTION TO Q82

In which organizational work unit are you currently working?

Again, we guarantee that this information will be kept completely confidential. 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.

SUPERINTENDENT'S OFFICE and INTERNAL AUDIT
100 / 200 / 310 / 313 / 400 / 480 / 650 / 800
100 - Superintendent's Office
200 - Assistant Superintendent - Corporate Services Sector
310 - Assistant Superintendent - Regulation Sector
313 – Legal Services Division
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
204 / 206 / 208 / 219
204 - Chief Information Officer
206 - IM/IT Strategic Management
208 - Client Relationship Management
219 - Cyber Security
209 / 210 / 211
209 – Corporate Planning and Procurement Services
210 - Managing Director, Finance and Corporate Planning
211 - Finance
212 - Infrastructure and Technology Services Division
214 - Enterprise Information Management
217 - Application Services
230 / 250
230 - Managing Director - Human Resources and Administration
250 - Human Resources Operations
231 / 251
231 - Corporate HR Programs and Development
251 - Workplace Effectiveness
252 - Security and Facilities Services
270 - Regulatory Data Management (RDM) Division
315 - Communications and Consultations Division
REGULATION SECTOR
311 - Approvals and Precedents
312 / 320
312 - Legislation and Policy Initiatives
320 - Senior Director - Legislation and Approvals Division
330 / 331 / 505
330 - Capital Division
331 - Capital Division
505 - Accounting Policy
475 - Private Pension Plans Division
COMMON SUPERVISORY SERVICES
467 / 476 / 477 / 600
467 - Common Supervisory Services (CSS)
476 - Vu Core
477 - Vu Build
600 - Senior Director, Common Supervisory Services
DEPOSIT TAKING SUPERVISION SECTOR
410 / 471 / 472
410 - Senior Director, Small and Medium Size Banking Group
471 - SMSB Group Montreal
472 - SMSB Group Vancouver
413 - SMSB Group Toronto
455 / 456 / 457 / 458 / 459 / 470
455 - CIBC Team
456 - RBC Team
457 - BMO Team
458 - TD Team
459 - BNS Team
470 - NBC Team
466 - Central Team
RISK SUPPORT SECTOR
482 - Credit Risk Division
486 – Model Risk Division (renamed)
487/ 490
487 - Supervision Support Group's Central Operating Team
490 - Risks, Surveillance, and Analytics Division
491 / 504
491 - Corporate Governance
504 - AML and Compliance Division
507 - Operational Risk Division
508 – Market and Liquidity Risk Division (renamed)
INSURANCE SUPERVISION SECTOR
411 / 442 / 443 / 444
411 - Life Insurance Division
442 - GWL Team
443 - MFC Team
444 - SL Team
414 / 416 / 417
414 - Property and Casualty Insurance Group
416 - Property and Casualty Insurance Group, Senior Director
417 - Mortgage Insurance Group
503 - Actuarial Division
CHIEF ACTUARY'S OFFICE
700 / 710
700 - Chief Actuary
710 - Social Insurance Programs
720 - Public Pensions

Prefer not to say

Q84
In which city do you work?

Q85
Have you participated in OSFI's Leadership Development Program?

Final screen

These are all the questions we have for you.

Please take a moment and decide if you wish to revisit your answers before proceeding to the next screen.
Once you move to the next screen and complete the survey you will not be able to change your answers.

Appendix D: Survey Instrument: French

Bienvenue au sondage auprès des employés du BSIF - édition 2018 / Welcome to the 2018 OSFI Employee Survey

Veuillez chocher la langue de votre choix: / Please select your preferred language:

Français
Anglais

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 pas le transférer à une autre 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 12 octobre 2018 pour remplir le questionnaire.

Votre confidentialité est assurée

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.

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 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 écrire à Environics à l'adresse que voici : Tony.Coulson@environics.ca.

SECTION I: ORIENTATIONS DE L'ORGANISATION

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

Q1
Je comprends les valeurs du BSIF (professionnalisme, intégrité, respect des personnes).

Q2
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).

Q3
En règle générale, les gens qui travaillent au BSIF attestent des valeurs du BSIF.


Q4
Si je suis confronté à un dilemme d'ordre éthique ou à un conflit entre les valeurs au travail, je sais où m'adresser pour obtenir de l'aide afin de régler la situation.

Q5
J'ai le sentiment de pouvoir entamer un processus de recours officiel (p. ex., grief, plainte et droit d'appel) sans crainte de faire l'objet de représailles.

Q6
Mon environnement physique (p. ex., bureau et espace de travail) convient aux exigences de mon poste.

SECTION II: COMMUNICATION

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

Q7
La communication est efficace 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.

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.

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

Q14
Lorsque j'assiste à une réunion de service, je me sens libre de m'exprimer dans la langue officielle de mon choix (français ou anglais).

Q15
Lorsque je communique avec mon supérieur immédiat*, je me sens libre de m'exprimer dans la langue officielle (français ou anglais) de mon choix.

* Personne dont vous relevez directement.

SECTION III: LEADERSHIP

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

Mon supérieur immédiat... (la personne dont vous relevez directement)

Q16
...possède les compétences nécessaires en leadership* pour diriger.

Q17
...demande le point de vue et les suggestions de ses employés.

Q18
...donne suite aux suggestions de ses employés.

Q19
...apprécie mon travail.

Q20
...encourage les membres de son équipe** à collaborer entre eux.

Q21
...encourage la collaboration à l'échelle du BSIF.

Q22
...crée un milieu de travail inclusif*** (p. ex., où je me sens entendu, respecté et compris).

Q23
...crée un environnement où je me sens libre de discuter des questions qui influent sur mon bien‑être au travail.

* 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.

** Equipe: 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.

*** Un environnement respectueux des personnes, où celles-ci se sentent en sécurité, utiles, appréciées à leur juste valeur et où elles cultivent des relations.

Q24
Je sais que je peux confier mes inquiétudes à mon supérieur immédiat sans crainte de représailles.

Les cadres supérieurs du BSIF...

(Comprennent les directeurs généraux et directeurs principaux (p. ex., REX-08 – REX-10):

Q25
...se soucient davantage de la réussite de l'ensemble de l'organisation que de celle d'une personne ou d'un groupe.

Q26
...traitent les employés avec respect.

Q27
Les mesures prises à la suite du Sondage auprès des employés ont eu des répercussions sur le milieu de travail.

Q28s?
J'ai confiance en la capacité de l'équipe des cadres supérieurs* à diriger le BSIF.

Q29
J'estime que le Comité de direction** donne à l'organisation une orientation stratégie claire.

Q30
J'ai confiance en la capacité du Comité de direction** à diriger le BSIF.

* Comprennent les directeurs généraux et directeurs principaux (p. ex., REX-08 – REX-10).

** 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?

Q31
Je reçois de la rétroaction de mon supérieur immédiat* au moment opportun.

Q32
Je reçois de la rétroaction utile de mon supérieur immédiat*.

Q33
Je comprends les critères utilisés pour évaluer mon rendement au travail.

Q34
Je comprends les liens entre l'évaluation de mon rendement et mon niveau de rémunération.

Q35
L'examen du rendement m'a aidé à fixer des objectifs pour améliorer mon rendement.

Q36
Mon supérieur immédiat* réussit bien à résoudre les problèmes de mauvais rendement au travail.

* Personne dont vous relevez directement.

Q37
Avez‑vous actuellement des subalternes directs (c.-à-d. des employés* qui se rapportent à vous)?

* Personne employée directement par le BSIF, quel que soit son niveau ou son 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.

Q37B (If... Q37 = Yes)
Je reçois le soutien dont j'ai besoin afin de résoudre les problèmes de rendement insatisfaisant.

Q38
Mes forces personnelles sont bien exploitées dans le poste que j'occupe.

Q39
Je reçois la formation (à l'interne et à l'externe) dont j'ai besoin pour faire mon travail.

Q40
Le BSIF offre de la formation dans la langue officielle de mon choix (français ou anglais).

Q41
Je reçois l'encadrement dont j'ai besoin pour bien faire mon travail.

Q42
Le BSIF met à ma disposition les outils et les ressources dont j'ai besoin pour prendre mon perfectionnement professionnel* en main.

Q43
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.).

* 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).

Q44
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?

Q45
Les politiques et les pratiques du BSIF m'aident à concilier ma vie professionnelle, ma vie familiale et ma vie personnelle.

Q46
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.

Q47
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 travail de la maison).

Q48
J'ai la latitude voulue pour classer en priorité les taches et les responsabilités quand je suis aux prises avec de multiples exigences au travail.

Q49
Je peux discuter avec mon supérieur immédiat* de la quantité de travail que j'ai à faire.

Q50
Le BSIF offre les 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.

Q51
Au travail, je me sens appuyé quand je suis aux prises avec des problèmes personnels ou familiaux.

* Personne dont vous relevez directement.

Q52
Combien d'heures travaillez‑vous par semaine en moyenne? [Range: 1.0 to 99.9]

Q53
Je suis considéré comme un...

SECTION VI: CULTURE ET SENTIMENT D'APPARTENANCE

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

Q54
Le BSIF met en place des activités et des pratiques qui favorisent un milieu de travail diversifié*.

Q55
Je crois que la culture** qui prévaut au BSIF respecte les différences individuelles*** (p. ex., culture, modes de travail et diversité de points de vue).

Q56
Le BSIF réussit bien à sensibiliser les gens à la santé mentale**** en milieu de travail.

* 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. Il s'agit notamment de toutes les différences d'identité personnelle et professionnelle entre les collègues.

** 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.

*** Ensemble de caractéristiques (physiques, psychologiques, affectives et comportementales) qui distinguent une personne d'une autre, attribuables à l'hérédité (innées) ou au milieu (acquises).

**** 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.

Q57
J'entretiens des relations professionnelles positives avec mes collègues.

Q58
Je subis régulièrement beaucoup de tension dans mon milieu de travail.

Q59
Mon unité de travail offre un environnement psychologiquement sain (c.‑à‑d. où je peux m'exprimer sans hésitation et faire valoir mes opinons).

Q60
Le BSIF met tout en oeuvre pour créer un milieu de travail qui prévient la discrimination*.

* La discrimination est le 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 13 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'identité ou l'expression de genre, l'état matrimonial, la situation de famille, les caractéristiques génétiques, la déficience et l'état de personne graciée.

Le harcèlement s'entend de tout comportement inopportun et injurieux d'une personne envers une autre personne ou d'autres personnes en milieu de travail dont l'auteur savait ou aurait raisonnablement dû savoir qu'un tel comportement pouvait offenser ou causer préjudice. Il comprend tout acte, propos ou exhibition qui diminue, rabaisse, humilie ou embarrasse une personne, ou tout acte d'intimidation ou menace. Les actes de harcèlement au sens de la Loi canadienne sur les droits de la personne comprennent le fait de harceler une personne en raison de sa race, de son origine nationale ou ethnique, de sa couleur, de sa religion, de son âge, de son sexe, de son identité ou de son expression de genre, de son état matrimonial ou de sa situation de famille, de ses caractéristiques génétiques, de sa déficience physique ou intellectuelle, de son état de personne graciée ou de son orientation sexuelle.

Q61
Après avoir lu attentivement la définition de ce qu'est le harcèlement, avez-vous été victime d'harcèlement au travail au cours de la dernière année?

Q61B [If Q61 =Yes]
De la part de qui avez‑vous été victime d'harcèlement au travail? (Cochez toutes les cases correspondant à votre situation).

Q61C [si Q61 =Yes], Multiselect
Veuillez indiquer la nature du harcèlement dont vous avez été victime.

La discrimination est le 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 13 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'identité ou l'expression de genre, l'état matrimonial, la situation de famille, les caractéristiques génétiques, la déficience et l'état de personne graciée.

Q62
Après avoir lu attentivement la définition de ce qu'est la discrimination, avez-vous été victime de discrimination au travail au cours de la dernière année?

Q62B [If Q62 =Yes]
Sur quel motif avez‑vous été victime de discrimination? (Cochez toutes les cases correspondant à votre situation).

Q62C [if Q62=Yes]
De la part de qui avez‑vous été victime de discrimination au travail? (Cochez toutes les cases correspondant à votre situation).

Q63
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).

Q64
Au cours de la dernière année, j'ai reçu un témoignage de reconnaissance pour un travail bien fait de la part d'un gestionnaire ou d'un collègue.

Q65
Dans l'ensemble, je dirais que le climat de travail au BSIF est positif.

Q66
On m'encourage à innover ou à prendre des initiatives dans mon travail.

Q67
J'ai le sentiment d'être apprécié au BSIF.

Q68
Je suis fier de travailler au BSIF.

Q68B [If Q68 = somewhat or strongly agree]
Pouvez‑vous préciser les raisons pour lesquelles vous êtes fier de travailler au BSIF.

Q69
Je recommanderais le BSIF comme un bon milieu de travail.

Q70
Tout compte fait, je suis satisfait de mon emploi actuel.

Q71
J'ai l'intention de chercher du travail à l'extérieur du BSIF au cours des 12 prochains mois.

* Comprennent les directeurs généraux et directeurs principaux (p. ex., REX-08 – REX-10).

SECTION VII: COMMENTS

Q72
Avez‑vous d'autres commentaires ou des suggestions à formuler à propos des sujets abordés dans le présent sondage? (c.-à-d., Orientations de l'organisation, Communication, Leadership, Gestion des talens, Conciliation du travail et de la vie personnelle, Culture et sentiment d'appartenance)?

PN: SKIP IF "NO ADDITIONAL COMMENTS" SELECTED AT Q72"

Q72B
Auxquels des thèmes suivants vos commentaires se rapportent‑ils? (Cochez toutes les cases pertinentes.)

PN: SKIP IF "NO ADDITIONAL COMMENTS" SELECTED AT Q72"

Q73
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 VIII: 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'organisation qui diffèrent. Nous vous encourageons à répondre à ces questions.

Nous vous donnons l'assurance que vos réponses seront traitées de façon confidentielle. 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 dix 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.

Q74
Depuis combien de temps travaillez‑vous au BSIF?

Q75
À quelle catégorie d'employés appartenez‑vous?

Q76
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 dix questionnaires remplis par des employés ayant au moins une caractéristique démographique en commun.

Q77
Êtes‑vous :

Q78
Si vous vous sentez à l'aise de le préciser, quelle est votre orientation sexuelle?

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.

Q79
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.

Q80
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.

Q81
Êtes‑vous une personne handicapée?

Q82
Quel est votre secteur / groupe?

Dans quelle unité de l'organisation travaillez-vous actuellement?
Encore une fois, 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 dix questionnaires remplis par des employés d'une unité de travail en particulier. Les réponses des plus petites unités seront groupées avec celles d'une autre unité de travail afin d'assurer l'anonymat des répondants.

Bureau du surintendant et Audit interne
100 / 200 / 310 / 313 / 400 / 480 / 650 / 800
100 - Bureau du surintendant
200 - Surintendante auxiliaire, Secteur des services intégrés
310 - Surintendante auxiliaire, Secteur de la réglementation
313 – Division des services juridiques
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 des services intégrés
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
209 / 210 / 211
209 – Planification intégrée et services d'approvisionnement
210 - Directeur général, Finances et planification intégrée
211 - Finances
212 -Division de l'infrastructure et des services technologiques
214 -Gestion de l'information d'entreprise
217 -Service de soutien des applications
230 / 250
230 - Directeur général - Ressources humaines et administration
250 - Opérations des Ressources humaines
231 / 251
231 - Programmes et développement intégrés de RH
251 - Efficacité en milieu de travail
252 -Sécurité et services des installations
270 -Division de la gestion des données réglementaires (GDR)
315 -Division des communications et des consultations
Secteur de la réglementation
311 -Division des approbations et des précédents
312 / 320
312 - Législation et initiatives stratégiques
320 - Directeur principal - Division de la législation et des approbations
330 / 331 / 505
330 - Division des fonds propres
331 - Division des fonds propres
505 - Division des pratiques comptables
475 -Division des régimes de retraite privés
Services communs de surveillance
467 / 476 / 477 / 600
467 - Services communs de surveillance (SCS)
476 – Équipe centrale du projet VU
477 – Équipe d'élaboration du projet VU
600 - Directeur principal, Services communs de surveillance
Secteur de la surveillance des institutions de dépôts
410 / 471 / 472
410 - Directrice principal, Groupe des petites et moyennes institutions bancaires
471 - Groupe des PMIB Montréal
472 - Groupe des PMIB Vancouver
413 -Groupe des PMIB Toronto
455 / 456 / 457 / 458 / 459 / 470
455 - Équipe Banque CIBC
456 - Équipe Banque RBC
457 - Équipe Banque BMO
458 - Équipe Banque TD
459 - Équipe Banque Scotia
470 - Équipe de la BNC
466 – Équipe centrale
Secteur de soutien du risque
482 -Division du risque de crédit
486 – Division du risque de modélisation
487/ 490
487 - Équipe centrale opérationnelle du GSS
490 - Division des risques, de la surveillance et de l'analyse
491 / 504
491 – Gouvernance d'entreprise
504 – Division de la LRPC et de la conformité
507 -Division du risque opérationnel
508 – Division des risques de marché et de liquidité
Secteur de la surveillance des sociétés d'assurances
411 / 442 / 443 / 444
411 - Division de l'assurance-vie
442 - Équipe Great West Life
443 - Équipe Manuvie
444 - Équipe Standard Life
414 / 416 / 417
414 - Groupe des assurances multirisques
416 - Groupe des assurances multirisques, directeur principal
417 - Groupe de l'assurance hypothécaire
503 -Division de l'actuariat
Bureau de l'actuaire en chef
700 / 710
700 - Actuaire en chef
710 - Programmes d'assurance sociale
720 -Régimes de retraite publics

Je préfère ne pas répondre

Q84
Dans quelle ville travaillez‑vous?

Q85
Avez-vous participé au Programme de perfectionnement en leadership du BSIF?

Écran final

Nous n'avons plus de questions pour vous.

Veuillez prendre un instant pour décider si vous souhaitez revoir vos réponses avant de passer à l'écran suivant.

Si vous cliquez pour passer à l'écran suivant et terminer le sondage, vous ne pourrez plus modifier vos réponses.

Appendix E: Full Set of Tabulated Data

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