OSFI Employee Survey (ES) 2019
Final Report

Prepared for:
Office of the Superintendent of Financial Institutions (OSFI)
Supplier name: Environics Research
Contract Number: 59017-190003/001/CY
Contract Value: $75,640.39
Contract Award Date: June 20, 2019
Delivery Date: April 9, 2020

POR Registration Number: POR 029-19

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) 2019

Final Report

Prepared for: Office of the Superintendent of Financial Institutions
Supplier name: Environics Research
April 2020

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 November and December 2019.

Cette publication est aussi disponible en français sous le titre : Sondage auprès des employés (SE) du BSIF - édition 2019.

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 Engagement
Office of the Superintendent of Financial Institutions
255 Albert St.
Ottawa, ON
K1A 0H2

Catalogue Number:

IN4-29/2019E-PDF

International Standard Book Number (ISBN):

ISBN 978-0-660-35054-7

Related publications (registration number: POR 029-19):

Catalogue Number IN4-29/2019F-PDF (Final Report, French)
ISBN 978-0-660-35055-4

© Her Majesty the Queen in Right of Canada, as represented by Minister of Finance Canada, 2020

Table of Contents

Executive Summary

The Office of the Superintendent of Financial Institutions (OSFI) Canada is the federal regulator and supervisor of approximately 1,600 financial institutions, including deposit-taking institutions, insurance companies and federally regulated private pensions plans. OSFI regularly conducts a survey of all eligible 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 2019 findings and provides a discussion of these results in comparison to the 2018 OSFI employee survey.

The survey was made available in both official languages and was completed online by OSFI employees between November 26th and December 23rd, 2019. The questionnaire explored various themes of employee satisfaction. Survey results are explored overall, in comparison to the previous years' results and by OSFI sector. An overall response rate of 81% 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 $75,640.39 (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 over 800 people in four different locations (Ottawa, Toronto, Montreal and Vancouver) to meet its mandate as the federal regulator and supervisor of approximately 1,600 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 2019-20 Departmental Plan, one of OSFI's key priorities is that "OSFI's agility and operational effectiveness are improved." Objectives related to this priority include nurturing a culture of high performance that embodies OSFI's values and encourages diversity of thought. The 2019 Employee Survey supported the goal of capturing this information.

This research was designed to measure key areas that impact employee retention and engagement: e.g., senior management, my organization, immediate supervisor, wellbeing, communication and my job.

Other objectives include:

Methodology

The OSFI Employee Survey is an ongoing research project 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 November 26 to December 23, 2019. This was later in the fall than previous years due to the federal election. It was open to employees for only four weeks (unlike previous waves which were open for six weeks).

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 refine the 2019 survey. Prior to conducting the 2019 Employee Survey, OSFI conducted a series of internal focus groups and subsequently, changes were made to the questionnaire that reduced the number of results that can be compared with previous years. It contained a total of 79 closed-ended questions (nine of which are demographic questions) and one open ended (comment) question organized into six thematic sections (plus a section for demographics). Most questions are statements with 5 point agree/disagree scales.

A total of 45 questions are comparable to 2018 and 34 questions are new or substantially modified and cannot be compared.

Response Rates

In total, 751 employees were invited to participate with 610 employees completing the survey for an overall response rate of 81%. The response rate differed among sectors; those in the Chief Actuary's Office were the most likely to respond and those in the Superintendent's Office and Internal Audit sector were the least likely to. Among employees who responded, 20% chose not to identify their work unit or sector/group (compared with 22% in 2018), 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 (610) is divided by the total number of OSFI employees (751). 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 81% of the population is included.

Table 1 – Response rate
Sector Number of Employees Completed Surveys Response Rate
Superintendent's Office and Internal Audit 23 10 43%
Corporate Services Sector 210 146 70%
Regulation Sector 111 91 82%
Deposit Taking Supervision Sector 115 92 80%
Risk Support Sector 134 100 75%
Chief Actuary's Office 35 32 91%
Insurance Supervision Sector 99 72 73%
Common Supervisory Services 24 15 63%
Prefer not to say - 52 -
Total 751 610 81%

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 eleven employees at OSFI, including eight 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 610 completed interviews, 113 provided a valid open-ended comment for OSFI's Executive Committee (19% of respondents). Comments were flagged by subject area:

Table 2 – Number of comments by thematic area
Thematic Area # of comments
Senior management 64
My organization 63
My immediate supervisor 27
Wellbeing 27
Communication 24
My job 22
Other 27

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 24%. In terms of location, the concentration is largely split between Toronto (47%) and Ottawa (44%) with two per cent of respondents working in each of Montreal and Vancouver and a segment of survey respondents who chose not to indicate their location (5%).

There was a roughly even split among employees responding by gender (43% male, 41% female and 15% not providing a response). Employees with between two and 15 years of experience with OSFI make up the majority of the respondents at 59%, with 18% being newer employees (with less than two years at OSFI) and 13% having been with OSFI for more than 15 years. A large majority of those who responded are RE employees (70% with 17% being REX) and more than nine in ten (93%) chose to complete the survey in English (compared to 7% who chose to respond in French).

Table 3: Sample distribution by key segments of the organization
Percent Count
Sector/Group
Corporate Services Sector 24% 146
Risk Support Sector 16% 100
Deposit Taking Supervision Sector 15% 92
Regulation Sector 15% 91
Insurance Supervision Sector 12% 72
Chief Actuary's Office 5% 32
Common Supervisory Services 2% 15
Superintendent's Office and Internal Audit 2% 10
Prefer not to say 9% 52
In which city do you work?
Toronto 47% 289
Ottawa 44% 266
Montreal 2% 14
Vancouver 2% 12
Prefer not to say 5% 29
Are you:
Male 43% 261
Female 41% 253
Other <1% 2
Prefer not to say 15% 94
Sexual orientation?
Heterosexual 72% 437
Homosexual (e.g. gay or lesbian) 3% 16
Bisexual <1% 3
Other 1% 9
Prefer not to say 24% 145
How long have you worked at OSFI?
Less than 2 years 18% 109
Between 2 to 15 years 59% 357
More than 15 years 13% 80
Prefer not to say 10% 64
Are you:
RE 70% 430
REX 17% 106
Prefer not to say 12% 74
Survey completion language
English 93% 569
French 7% 41

Across the 39 closed-ended scale questions in the survey, the average index score is 4.18. in the Superintendent's Office and Internal Audit have the highest index score overall (4.77) while those in the Office of the Chief Actuary and Corporate Services and Regulation sectors have high index scores as well. Only the Risk Support sector scores below the OSFI-wide average.

Table 4: Overall mean by group
Sector/Group 2019
Superintendent's Office and Internal Audit 4.77
Office of the Chief Actuary 4.31
Corporate Services Sector 4.29
Regulation Sector 4.25
Common Supervisory Services* 4.22
Deposit-taking Supervision Sector 4.20
Insurance Supervision Sector 4.20
OSFI Overall 4.18
Risk Support Sector 4.07
*Note: CSS reports to the Assistant Superintendent of DTSS.

Table 5 provides an overall view of the results in each thematic section for each sector/group. Immediate Supervisor is the thematic area with the most positive scores while scores for Senior Management and My Organization received lower scores. Communications 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
My organization 3.97 4.11 4.05 4.16 4.12 4.20 4.26 4.71 4.07
Communication 4.12 4.22 4.25 4.30 4.28 4.23 3.97 4.78 4.19
My immediate supervisor 4.29 4.30 4.33 4.31 4.45 4.53 4.54 4.98 4.36
Senior management 3.83 3.95 3.98 4.00 4.24 4.21 4.36 4.62 4.02
My job 4.12 4.35 4.27 4.29 4.17 4.35 4.43 4.73 4.21
Wellbeing 4.10 4.49 4.43 4.18 4.26 4.33 4.41 4.80 4.25

Detailed Findings

My Organization

Summary

Table 6 – 2019 results for My Organization
My Organization Strongly agree Somewhat agree Neither disagree nor agree Somewhat disagree Strongly disagree
The training offered by OSFI is available in the official language of my choice 84% 11% 2% 2% 1%
I have positive working relationships with my co-workers 73% 21% 3% 2% 1%
OSFI implements activities and practices that support a diverse workplace 57% 28% 9% 5% 2%
I feel I contribute to the success of our organization* 57% 31% 7% 2% 3%
OSFI is doing a good job providing change management training* 49% 33% 9% 5% 3%
OSFI is doing a good job communicating organizational changes* 42% 40% 7% 8% 3%
I get the support that I need to manage my career* 39% 33% 12% 11% 6%
OSFI is doing a good job providing opportunities to discuss change initiatives* 32% 39% 13% 12% 4%
OSFI is doing a good job providing tools and other resources to support employees through change* 29% 45% 12% 9% 5%
The performance review process has been useful in helping me set objectives to improve my job performance 28% 32% 15% 14% 10%
I feel I can initiate a formal recourse process without fear of reprisal 21% 23% 21% 17% 18%
I have intentions of looking for a job outside of OSFI within the next 12 months 12% 11% 19% 12% 46%
*Note: This is a new question in 2019.
Table 7 – Comparison results for My Organization
My Organization 2019 % Strongly Agree 2018 % Strongly Agree 2019 Mean 2018 Mean
The training offered by OSFI is available in the official language of my choice 84% 80% 4.76 4.73
I have positive working relationships with my co-workers 73% 71% 4.65 4.66
OSFI implements activities and practices that support a diverse workplace 57% 49% 4.32 4.22
I feel I contribute to the success of our organization* 57% - 4.37 -
OSFI is doing a good job providing change management training* 49% - 4.2 -
OSFI is doing a good job communicating organizational changes* 42% - 4.09 -
I get the support that I need to manage my career* 39% - 3.88 -
OSFI is doing a good job providing opportunities to discuss change initiatives* 32% - 3.83 -
OSFI is doing a good job providing tools and other resources to support employees through change* 29% - 3.83 -
The performance review process has been useful in helping me set objectives to improve my job performance 28% 38% 3.53 (n) 3.72
I feel I can initiate a formal recourse process without fear of reprisal 21% 20% 3.12 3.19
I have intentions of looking for a job outside of OSFI within the next 12 months 12% 11% 2.32 2.27
*Note: This is a new question in 2019.
Table 8 – Reasons for looking for a job outside OSFI
Reasons why they are looking for a job outside of OSFI*
(Among those who agree they have intentions of looking for a job outside of OSFI in the next 12 months, n=124)		 %
No growth opportunities 62%
Feeling undervalued 52%
Poor leadership at senior levels 37%
Lack of employee recognition 33%
OSFI's culture/workplace 30%
Time for a change 27%
Seeking a different experience 25%
Compensation and benefits 25%
Dissatisfied with relationship with immediate supervisor 20%
Feeling disengaged 19%
Feeling overworked 18%
No access to Flexible Work Arrangements 15%
Job not meeting expectations 14%
Other 15%
Prefer not to say 8%
*Note: This is a new question in 2019.
Table 9 – Collaboration at OSFI
How frequently do you see examples of collaboration at OSFI…?* Very frequently Somewhat frequently Not very frequently Not at all frequently
Between colleagues 72% 23% 4% 1%
Between managers 50% 36% 12% 2%
Between divisions 28% 45% 23% 5%
Between OSFI's offices 23% 40% 27% 10%
Between sectors 20% 40% 29% 11%
*Note: This is a new question in 2019.
Table 10 – Ability to attend available training opportunities
How often are you able to attend training opportunities that are available at OSFI?* %
Regularly 48%
Occasionally 42%
Rarely 10%
Never <1%
*Note: This is a new question in 2019.
Table 11 – Barriers to attending training
Barriers to ability to attend training*
(Among those who report not being unable to attend training opportunities regularly n=318)		 %
Workload 77%
Relevant training is not available 35%
Manager's approval not received 7%
Other (schedule conflicts, budget, etc.) 14%
Don't know 3%
Prefer not to say 1%
*Note: This is a new question in 2019.

Comment Analysis

A total of 63 open-ended employee comments involved My Organization. A common theme relates to opportunities to provide input on organizational decisions. There are concerns about a lack of RE input, that sectors still behave too much like silos and a perceived lack of opportunity for advancement among RE staff relative to REX. Others provided positive comments about the organization.

Communication

Summary

Table 12 – 2019 results for Communication
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 90% 5% 2% 1% 2%
During meetings with my team, I feel free to use the official language of my choice 80% 9% 3% 3% 5%
When I prepare written material for internal purposes, including electronic mail, I feel free to use the official language of my choice 79% 9% 3% 5% 4%
I am kept informed about issues affecting my team 42% 37% 7% 9% 4%
I understand how OSFI's Strategic Plan relates to my role* 39% 38% 13% 5% 4%
Communication is effective between teams within my Sector/group 28% 40% 12% 14% 6%
Communications from OSFI's Executive Committee keep me informed about issues that matter to me* 26% 43% 18% 9% 3%
*Note: This is a new question in 2019.
Table 13 – Comparison results for Communication
Communication 2019 % Strongly Agree 2018 % Strongly Agree 2019 Mean 2018 Mean
When I communicate with my immediate supervisor I feel free to use the official language of my choice 90% 89% 4.79 4.79
During meetings with my team, I feel free to use the official language of my choice 80% 79% 4.55 4.55
When I prepare written material for internal purposes, including electronic mail, I feel free to use the official language of my choice 79% 79% 4.56 4.56
I am kept informed about issues affecting my team 42% 50% 4.03 (n) 4.17
I understand how OSFI's Strategic Plan relates to my role* 39% - 4.02 -
Communication is effective between teams within my Sector/group 28% 24% 3.7 3.61
Communications from OSFI's Executive Committee keep me informed about issues that matter to me* 26% - 3.8 -
*Note: This is a new question in 2019.

Comment Analysis

Leadership: Immediate Supervisor

Summary

Table 14 – 2019 results for Leadership: Immediate Supervisor
Leadership: Immediate Supervisor Strongly agree Somewhat agree Neither disagree nor agree Somewhat disagree Strongly disagree
Appreciates my work 71% 19% 5% 3% 3%
Is open to the suggestions of his/her employees* 69% 18% 5% 4% 4%
Creates an inclusive workplace 68% 18% 6% 4% 4%
I am confident approaching my immediate supervisor about concerns without fear of reprisal 63% 21% 6% 5% 4%
Is a good leader* 60% 22% 7% 5% 6%
The feedback from my immediate supervisor helps me improve my work performance* 58% 23% 9% 5% 5%
*Note: This is a new question in 2019.
Table 15 – Comparison results for Leadership: Immediate Supervisor
Leadership: Immediate Supervisor 2019 % Strongly Agree 2018 % Strongly Agree 2019 Mean 2018 Mean
Appreciates my work 71% 65% 4.51 4.42
Is open to the suggestions of his/her employees* 69% - 4.44 -
Creates an inclusive workplace 68% 62% 4.41 4.32
I am confident approaching my immediate supervisor about concerns without fear of reprisal 63% 54% 4.34 (n) 4.07
Is a good leader* 60% - 4.25 -
The feedback from my immediate supervisor helps me improve my work performance* 58% - 4.23 -
*Note: This is a new question in 2019.
Table 16 – 2019 direct reports and support received
Direct reports Yes No Not applicable
Do you currently have any employees who report to you directly (i.e., direct reports)? 31% 60% 9%
Support received Yes No Not applicable
I receive the support I need to address unsatisfactory performance issues
(Among those who have direct reports n=188)		 70% 8% 22%
I have access to resources to support employees on my team experiencing personal challenges*
(Among those who have direct reports n=188)		 79% 4% 17%

Comment Analysis

A total of 27 open-ended comments involved My Immediate Supervisor. While some highlighted positive recent changes, many comments revolved around perceptions of poor 'people skills' among supervisors and managers. Others expressed a desire for more inclusive approaches to leadership.

Leadership: Senior Management

Summary

Table 17 – 2019 results for Leadership: Senior Management
Leadership: Senior Management Strongly agree Somewhat agree Neither disagree nor agree Somewhat disagree Strongly disagree
OSFI's Senior Management Team treats employees with respect 50% 31% 10% 6% 3%
I have confidence in the Executive Committee to lead OSFI 46% 34% 13% 5% 2%
I have confidence in the Senior Management Team to lead OSFI 40% 34% 14% 8% 3%
I believe Senior Management is engaged with OSFI staff* 37% 36% 13% 9% 5%
The actions taken in my sector as a result of the Employee Survey have had a positive impact on the work environment* 31% 33% 23% 7% 6%
*Note: This is a new question in 2019.
Table 18 – Comparison results for Leadership: Senior Management
Leadership: Senior Management 2019 % Strongly Agree 2018 % Strongly Agree 2019 Mean 2018 Mean
OSFI's Senior Management Team treats employees with respect 50% 43% 4.19 (n) 4.01
I have confidence in the Executive Committee to lead OSFI 46% 37% 4.16 (n) 3.92
I have confidence in the Senior Management Team to lead OSFI 40% 35% 4.01 3.96
I believe Senior Management is engaged with OSFI staff* 37% - 3.90 -
The actions taken in my sector as a result of the Employee Survey have had a positive impact on the work environment* 31% - 3.76 -
*Note: This is a new question in 2019.
Table 19 – Senior management as role models for One Office
In general, would you say that senior managers are role models for OSFI's One Office?* %
Definitely 23%
Somewhat 40%
Not really 19%
Not at all 5%
Don't know 12%
*Note: This is a new question in 2019.

Comment Analysis

A total of 64 open-ended comments involved Senior Management. While some mention positive changes among the Executive Committee and Senior Management over the past year, some employees describe a lack of commitment to diversity of thought and opinion. Concerns are also raised about retribution for holding or offering an opinion different than that of Senior Management.

My Job

Summary

Table 20 – 2019 results for My Job
My Job Strongly agree Somewhat agree Neither disagree nor agree Somewhat disagree Strongly disagree
I am proud of the contributions my work makes to OSFI* 67% 22% 8% 2% 1%
I am encouraged to be innovative or take initiative in my work 54% 27% 9% 5% 5%
My position makes good use of my personal strengths 50% 34% 5% 7% 5%
I get the coaching I need to do my job well 41% 32% 14% 8% 5%
*Note: This is a new question in 2019.
Table 21 – Comparison results for My Job
My Job 2019 % Strongly Agree 2018 % Strongly Agree 2019 Mean 2018 Mean
I am proud of the contributions my work makes to OSFI* 67% - 4.51 -
I am encouraged to be innovative or take initiative in my work 54% 46% 4.19 (n) 4.05
My position makes good use of my personal strengths 50% 48% 4.17 4.10
I get the coaching I need to do my job well 41% 39% 3.95 3.88
*Note: This is a new question in 2019.

Comment Analysis

A total of 22 open-ended comments involved My Job. The comments in this section were varied but one theme did emerge: some report difficulty managing organizational change initiatives while also handing their day-to-day workload.

Wellbeing

Summary

Table 22 – 2019 results for Wellbeing
Wellbeing 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 73% 17% 4% 3% 3%
I have flexibility to prioritize tasks and responsibilities when facing multiple demands at work 63% 26% 4% 4% 2%
My work unit offers an environment where I feel confident to speak up and express my opinions 55% 28% 7% 6% 4%
OSFI provides appropriate resources to assist me in managing challenges in balancing my work, family and personal life 50% 30% 13% 5% 2%
OSFI works hard to create a workplace that prevents discrimination 48% 32% 11% 5% 3%
My work-related stress is manageable* 41% 37% 8% 9% 5%
OSFI does a good job of raising awareness of mental health in the workplace 39% 38% 15% 6% 2%
*Note: This is a new question in 2019.
Table 23 – Comparison results for Wellbeing
Wellbeing 2019 % Strongly Agree 2018 % Strongly Agree 2019 Mean 2018 Mean
My immediate supervisor supports my efforts to balance my work, family and personal life, and applies OSFI's policies as needed 73% 69% 4.53 4.51
I have flexibility to prioritize tasks and responsibilities when facing multiple demands at work 63% 61% 4.45 4.4
My work unit offers an environment where I feel confident to speak up and express my opinions 55% 42% 4.23 (n) 4.02
OSFI provides appropriate resources to assist me in managing challenges in balancing my work, family and personal life 50% 53% 4.2 4.24
OSFI works hard to create a workplace that prevents discrimination 48% 46% 4.18 4.08
My work-related stress is manageable* 41% - 4.01 -
OSFI does a good job of raising awareness of mental health in the workplace 39% 20% 4.05 (n) 3.42
*Note: This is a new question in 2019.
Table 24 – Inclusion at OSFI
Compared to last year, how would you rate the level of inclusion in the workplace at OSFI?* %
More inclusive 46%
About the same 33%
Less inclusive 4%
Don't know 17%
*Note: This is a new question in 2019.
Table 25 - Been the victim of discrimination
Having carefully read the definition of discrimination, have you been the victim of discrimination on the job in the past year? %
Yes 7%
No 93%
Table 26 – Experience with discrimination
From whom did you experience discrimination on the job?
(Among those who experienced discrimination n=42)		 %
Senior management 55%
My immediate supervisor 31%
Co-workers 19%
My Director 19%
Superintendent, Assistant Superintendents 10%
Individuals from other departments or agencies 5%
Other 10%
Prefer not to say 21%
Did you experience discrimination because of your...?
(Among those who experienced discrimination n=42)		 %
Age 31%
Race 26%
National or ethnic origin 21%
Colour 17%
Disability or illness 10%
Sex 10%
Marital status 7%
Family status 7%
Religion 5%
Gender identity or expression 5%
Other 12%
Prefer not to say 33%
Did you know where to go for assistance?*
(Among those who experienced discrimination n=42)		 %
Yes 52%
No 48%
What action(s) did you take to address the discrimination you experienced?*
(Among those who experienced discrimination n=42)		 %
Discussed the matter with my immediate supervisor or a senior manager 14%
Discussed the matter with my director 12%
Resolved the matter informally on my own 10%
Discussed the matter with the person(s) from whom I experienced the discrimination 5%
Discussed the matter with my union representative 5%
Contacted a human resources professional 2%
I used an informal conflict resolution process 2%
Other 5%
I took no action 40%
Prefer not to say 33%
*Note: This is a new question in 2019.
Table 27 – Been the victim of harassment
Having carefully read the definition of harassment, have you been the victim of harassment on the job in the past year? %
Yes 7%
No 93%
Table 28 – Experience with harassment
From whom did you experience harassment on the job?
(Among those who experienced harassment n=41)		 %
My immediate supervisor 41%
Senior management 24%
Co-workers 20%
My Director 15%
Individuals from other departments or agencies 15%
Superintendent, Assistant Superintendents 7%
Other 5%
Prefer not to say 27%
Please indicate the nature of the harassment you experienced
(Among those who experienced harassment n=41)		 %
Unfair treatment 59%
Aggressive behaviour 51%
Humiliation 44%
Excessive control 41%
Being excluded or being ignored 37%
Offensive remark 32%
Personal attack 29%
Interference with work or withholding resources 22%
Threat 15%
Yelling or shouting 12%
Physical violence 2%
Sexual comment or gesture 2%
Other 12%
Prefer not to say 5%
Did you know where to go for assistance?*
(Among those who experienced harassment n=41)		 %
Yes 61%
No 39%
What action(s) did you take to address the harassment?*
(Among those who experienced harassment n=41)		 %
Discussed the matter with my immediate supervisor or a senior manager 22%
Discussed the matter with the person(s) from whom I experienced the discrimination 15%
Discussed the matter with my director 12%
I used an informal conflict resolution process 12%
Discussed the matter with my union representative 10%
Contacted a human resources professional 5%
Resolved the matter informally on my own 2%
Other 7%
I took no action 37%
Prefer not to say 22%
*Note: This is a new question in 2019.
Table 29 – Flexible work arrangements
Do you use any of the following flexible work arrangements (FWA)?* %
Employees who use any FWA 61%
Working From Home 52%
Flexible Work Schedule 16%
Compressed Work Week 7%
Banked Time 6%
Leave with Income Averaging 2%
Pre-retirement Transition Leave <1%
Job Sharing 0%
I do not use FWA 30%
Prefer not to say 9%
Reason for not using FWA*
(Among those who do not use FWA n=182)		 %
I am not interested in any FWA 45%
I do not feel that it would be supported 32%
My request for an FWA was denied 3%
Prefer not to say 20%
*Note: This is a new question in 2019.
Table 30 – Leadership development program
Have you participated in OSFI's Leadership Development Program?*
(Among REX only n=106) 		%
Yes 74%
No 23%
Prefer not to say 4%
Do you understand the Leadership Role Model and the behaviours expected at the REX level?*
(Among REX who have participated in the Leadership Development Program n=78) 		%
Yes 100%
No 0%
Have you observed positive leadership behavioural changes in REXs in the last year?* %
Yes 43%
No 38%
Prefer not to say 19%
*Note: This is a new question in 2019.

Comment Analysis

A total of 27 open-ended comments revolved around Wellbeing. Numerous themes came up in this section with employees suggesting a more transparent approach for handling discrimination or harassment in the workplace, changes to the physical work environment and better policies around FWAs.

Appendix A: Email Invitation

SUBJET: 2019 OSFI Employee Survey / Sondage auprès des employés du BSIF – Édition 2019

Dear Employee,

Environics has been commissioned by the Office of the Superintendent of Financial Institutions (OSFI) to conduct its 2019 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 December 19.

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 2019 / 2019 OSFI Employee Survey

Bonjour,

Le Bureau du surintendant des institutions financières (BSIF) a confié l'administration de l'édition 2019 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 19 décembre.

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

SUBJET: Reminder: 2019 OSFI Employee Survey / Rappel : Sondage auprès des employés du BSIF – Édition 2019

Dear Employee,

On November 26, you received an email from Environics, the firm commissioned by OSFI to conduct the 2019 Employee Survey.

Your input is important. 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.

This is a reminder to please complete the survey by December 19.

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: Rappel : Sondage auprès des employés du BSIF – Édition 2019 / Reminder: 2019 OSFI Employee Survey

Bonjour,

Le 26 novembre, vous avez reçu un courriel d'Environics, le cabinet auquel le BSIF a confié l'administration de l'édition 2019 de son sondage auprès des employés.

Votre opinion est importante. 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.

Nous vous rappelons de bien vouloir répondre au sondage d'ici le 19 décembre.

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 C: Survey Instrument: English

Welcome to the 2019 OSFI Employee Survey / Bienvenue au sondage auprès des employés du BSIF - édition 2019

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 December 19th 2019.

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 seven 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 (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: MY ORGANIZATION

Please indicate your level of agreement with each statement.

OSFI is doing a good job:

Q1.Communicating organizational changes

Q2. Providing opportunities to discuss change initiatives

Q3. Providing change management training

Q4. Providing tools and other resources to support employees through change

Q5. How frequently do you see examples of collaboration at OSFI?

  1. Between colleagues
  2. Between managers
  3. Between divisions
  4. Between sectors
  5. Between OSFI's offices

Please indicate your level of agreement with each statement.

Q6. 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, gender identity or expression, 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.

Q7. I feel I can initiate a formal recourse process (e.g., grievance, complaint, appeal) without fear of reprisal.

Q8. The performance review process has been useful in helping me set objectives to improve my job performance.

Q9. How often are you able to attend training opportunities that are available at OSFI?

Q9B (IF Q9 = Any response other than Regularly or not applicable)
Which of the following barriers apply to your inability to attend training at OSFI (select all that apply):

Please indicate your level of agreement with each statement.

Q10. The training offered by OSFI is available in the official language of my choice (English or French).

Q11. I get the support* that I need to manage my career.
* Support comes in many forms and can be given in words or actions. Support includes tools, resources and support from management.

Q12. I feel I contribute to the success of our organization.

Q13. I have positive working relationships with my co-workers.

Q14. I have intentions of looking for a job outside of OSFI within the next 12 months.

Q14B (IF Q14 = Somewhat or Strongly Agree)
Which of the following apply to you looking for a job outside of OSFI (select all that apply):

SECTION II: COMMUNICATION

Please indicate your level of agreement with each statement.

Q15. 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.

Q16. I am kept informed about issues affecting my team.

Q17. I understand how OSFI's Strategic Plan relates to my role.

Q18. Communications from OSFI's Executive Committee** keep me informed about issues that matter to me.
** The Executive Committee includes the Superintendent and Assistant Superintendents of Regulation, Deposit-Taking Supervision, Insurance Supervision, Risk Support and Corporate Services.

Q19. In which city do you work?

Please indicate your level of agreement with each statement.

Q20. 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.)

Q21. During meetings with my team, I feel free to use the official language of my choice (English or French).

Q22. 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

Immediate Supervisor

Please indicate your level of agreement with each statement.

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

Q23. Is a good leader.

Q24. Is open to the suggestions of his/her employees.

Q25. Appreciates my work.

Q26. Creates an inclusive workplace (e.g. where I feel heard, respected and understood).

Please indicate your level of agreement with each statement.

Q27. I am confident approaching my immediate supervisor about concerns without fear of reprisal.

Q28. The feedback from my immediate supervisor helps me improve my work performance.

Q29. 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.

Q29B. (IF Q29 = Yes)
I receive the support I need to address unsatisfactory performance issues.

Q29C. (IF Q29 = Yes)
I have access to resources to support employees on my team who are experiencing personal challenges.

Senior Management

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

Q30. OSFI's One Office is about partners who work together to achieve common overarching goals.
In general, would you say that senior managers are role models for OSFI's One Office?

Please indicate your level of agreement with each statement.

Q31. OSFI's Senior Management Team* treats employees with respect.
* OSFI's Senior Management Team includes all Managing Directors and Senior Directors (e.g. REX-08 – REX-10).

Q32. The actions taken in my sector as a result of the Employee Survey have had a positive impact on the work environment.

Q33. I have confidence in the Senior Management Team to lead OSFI.

Q34. 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.

Q35. I believe Senior Management is engaged with OSFI staff (i.e. participate in staff activities; interact informally with staff).

SECTION IV: MY JOB

Please indicate your level of agreement with each statement.

Q36. My position makes good use of my personal strengths.

Q37. I get the coaching I need to do my job well.

Q38. I am encouraged to be innovative or take initiative in my work.

Q39. I am proud of the contributions my work makes to OSFI.

SECTION V: WELLBEING

Please indicate your level of agreement with each statement.

Q40. 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.

Q41. I have flexibility to prioritize tasks and responsibilities when facing multiple demands at work.

Q42. My work-related stress is manageable.

Q43. My work unit offers an environment where I feel confident to speak up and express my opinions.

Q44. OSFI provides appropriate resources to assist me in managing challenges in balancing my work, family and personal life (e.g. Employee and Family Assistance Program and wellness initiatives).

Q45. 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 wellbeing. Wellbeing 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.

Q46. Compared to last year, how would you rate the level of inclusion* in the workplace at OSFI?

* Inclusion is about creating a culture that strives for equity and embraces, respects, accepts and values difference. It is about creating an environment where employees feel comfortable to bring their whole self to work.

Q47. 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.

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

Q47B. [If Q47 =Yes]
Did you experience discrimination because of your: (select all that apply)

Q47C. [if Q47=Yes]
From whom did you experience discrimination on the job? (select all that apply)

Q47D. [if Q47=Yes]
What action(s) did you take to address the discrimination you experienced? (select all that apply)

Q47E. [if Q47=Yes]
Did you know where to go for assistance?

Please indicate your level of agreement with this statement.

Q48. OSFI works hard to create a workplace that prevents discrimination.

Q49. 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.

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

Q49B. [If Q49 =Yes]
From whom did you experience harassment on the job? (select all that apply)

Q49C. [If Q49 =Yes]
Please indicate the nature of the harassment you experienced. (select all that apply)

Q49D. [If Q49 =Yes]
What action did you take to address the harassment? (select all that apply)

Q49E. [if Q49=Yes]
Did you know where to go for assistance?

SECTION VI: COMMENTS

Q50. Do you wish to provide feedback to the Executive Committee about any of the topics that have been addressed in this survey?

Q50B. [if Q50=Yes] Your comments will be shared for review by the Executive Committee only. A thematic, aggregated summary analysis of comments received will also be shared as part of the survey results.
Please be as specific as possible however do not include any personal or confidential information.

Comment box for comments

Q50C. [if Q50=Yes]
Which of the following area(s) are your comments related to (select all that apply):

SECTION VII: GENERAL INFORMATION

OSFI is committed to creating an environment that expressly values the individual, where employees feel safe, involved, connected, and able to bring their whole self to work.

The following questions are for survey analysis purposes only and will help OSFI better understand the perceptions of employees so that we can continue our work toward a workplace that is diverse and more inclusive.

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. Responses from smaller groups will be combined with another group to protect the anonymity of respondents.

Thank you for completing these important questions.

Q51. 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.

Q52. 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.

Q53. 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.

Q54. Are you a person with a disability?

The collection of data on sexual orientation will help OSFI better understand the perceptions of employees belonging to the LGBTQ2+ community and continue our work toward a workplace that is diverse and more inclusive.

Q55. What is your sexual orientation?

Q56. Do you currently use any of the following flexible working arrangements (FWA)? (select all that apply)

Q56B. [if Q56 = I do not use FWA]
I do not use FWA because:

Q57. Have you participated in OSFI's Leadership Development Program?

Q57B. [if Q57 = YES]
Do you understand the Leadership Role Model and the behaviours expected at the REX level?

Q58. Have you observed positive leadership behavioural changes in REXs in the last year?

Q59. How long have you worked at OSFI?

Q60. Are you:

Q61. What is your Sector/group?

Q62. 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.

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 2019 / Welcome to the 2019 OSFI Employee Survey

Veuillez cocher 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; nous vous encourageons à vous exprimer librement. Vos réponses demeureront strictement confidentielles.

Vous avez jusqu'au 19 décembre 2019 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 sept 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 (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 écrire à Tony Coulson à l'adresse que voici : Tony.Coulson@environics.ca.

SECTION I : MON ORGANISATION

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

Le BSIF parvient à bien :

Q1. Communiquer les changements organisationnels

Q2. Offrir des occasions de discuter des initiatives de changement

Q3. Fournir de la formation en gestion du changement

Q4. Fournir des outils et d'autres ressources pour soutenir les employés tout au long de la transition

Q5. À quelle fréquence voyez-vous des exemples de collaboration au BSIF?

  1. Entre collègues
    • Pas souvent du tout
    • Pas très souvent
    • Assez souvent
    • Très souvent
    • Ne sais pas
    • Sans objet
  2. Entre gestionnaires
    • Pas souvent du tout
    • Pas très souvent
    • Assez souvent
    • Très souvent
    • Ne sais pas
    • Sans objet
  3. Entre les divisions
    • Pas souvent du tout
    • Pas très souvent
    • Assez souvent
    • Très souvent
    • Ne sais pas
    • Sans objet
  4. Entre les secteurs
    • Pas souvent du tout
    • Pas très souvent
    • Assez souvent
    • Très souvent
    • Ne sais pas
    • Sans objet
  5. Entre les bureaux du BSIF
    • Pas souvent du tout
    • Pas très souvent
    • Assez souvent
    • Très souvent
    • Ne sais pas
    • Sans objet

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

Q6. Le BSIF met en place des activités et des pratiques qui favorisent un milieu de travail diversifié*.
* Dans un milieu de travail diversifié, tout le monde est accepté, sans égard à la race, à l'origine nationale ou ethnique, à la couleur, à la déficience, au sexe, à l'orientation sexuelle, à l'identité ou l'expression de genre, à l'état matrimonial ou à la situation familiale, à la religion, à l'âge, à la langue, aux antécédents culturels, aux intérêts, aux points de vue ou à d'autres dimensions. Toutes les différences entre l'identité personnelle et professionnelle des collègues sont admises.

Q7. 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.

Q8. L'évaluation du rendement m'a aidé à fixer des objectifs pour améliorer mon rendement au travail.

Q9. À quelle fréquence êtes-vous en mesure d'assister aux séances de formation offertes au BSIF?

Q9B (SI Q9 = Toute réponse autre que « Régulièrement » ou « Sans objet »)
Lesquels des obstacles suivants vous empêchent de suivre une formation au BSIF? (Cochez toutes les réponses qui s'appliquent.)

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

Q10. Le BSIF offre de la formation dans la langue officielle de mon choix (français ou anglais).

Q11. Je reçois le soutien* dont j'ai besoin pour gérer ma carrière.
* Le soutien prend de nombreuses formes et peut être donné en paroles ou en actions. Le soutien comprend les outils, les ressources et le soutien de la direction.

Q12. J'ai l'impression de contribuer au succès de notre organisation.

Q13. J'entretiens des relations professionnelles positives avec mes collègues.

Q14. J'ai l'intention de chercher du travail à l'extérieur du BSIF au cours des 12 prochains mois.

Q14B (si Q14 = Quelque peu d'accord ou Tout à fait d'accord)
Lesquels des énoncés suivants s'appliquent à votre recherche d'emploi à l'extérieur du BSIF? (Cochez toutes les réponses qui s'appliquent.)

SECTION II : COMMUNICATION

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

Q15. La communication est efficace entre les équipes de mon secteur/groupe*.
* Les secteurs/groupes au sein 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) et le Bureau de l'actuaire en chef.

Q16. On me tient au courant des questions qui ont une incidence sur mon équipe.

Q17. Je comprends le lien entre le Plan stratégique du BSIF et mes fonctions.

Q18. Les communications du Comité de direction du BSIF** me tiennent au courant des questions qui m'importent.
** Le Comité de direction comprend le surintendant et les surintendants auxiliaires de la Réglementation, de la Surveillance des institutions de dépôts, de la Surveillance des sociétés d'assurances, du Soutien du risque et des Services intégrés.

Q19. Dans quelle ville travaillez-vous?

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

Q20. Lorsque je rédige des documents à usage interne, y compris des courriels, je me sens libre de le faire dans la langue officielle de mon choix. (Cet énoncé ne s'applique pas aux documents diffusés à l'extérieur du BSIF.)

Q21. 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).

Q22. Lorsque je communique avec mon supérieur immédiat*, je me sens libre de m'exprimer dans la langue officielle de mon choix (français ou anglais).
* Le supérieur immédiat est la personne de qui vous relevez directement.

SECTION III : LEADERSHIP

Supérieur immédiat

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

Mon supérieur immédiat (la personne de qui vous relevez directement) :

Q23. Est un bon dirigeant.

Q24. Est ouvert aux suggestions de ses employés.

Q25. Apprécie mon travail.

Q26. Crée un milieu de travail inclusif (p. ex., où je me sens entendu, respecté et compris).

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

Q27. Je sais que je peux confier mes inquiétudes à mon supérieur immédiat sans crainte de représailles.

Q28. Lorsque mon supérieur immédiat fait le point avec moi sur mon travail, cela m'aide à améliorer mon rendement.

Q29. Avez-vous présentement des employés* qui relèvent de vous (c.-à-d. des subalternes directs)?

*Aux fins du présent sondage, les employés sont des personnes employées directement par le BSIF, quel que soit leur niveau ou leur poste au sein de l'organisation, p. ex., employés nommés pour une période indéterminée, employés nommés pour une période déterminée et employés à temps partiel. Cela ne comprend pas le personnel à court terme comme les employés occasionnels, les étudiants stagiaires et le personnel contractuel comme les experts-conseils.

Q29B. (Si Q29 = Oui)
Je reçois le soutien dont j'ai besoin pour chercher à résoudre les problèmes de rendement insatisfaisant.

Q29C. (Si Q29 = Oui)
J'ai accès à des ressources pour soutenir les employés de mon équipe qui font face à des défis personnels.

Haute direction

La haute direction du BSIF comprend tous les directeurs généraux et directeurs principaux (p. ex., REX-08 – REX-10).

Q30. Le concept d'Un seul bureau du BSIF, c'est l'idée de collaborer en tant que partenaires pour atteindre des objectifs généraux communs.

En général, diriez-vous que les membres de la haute direction incarnent le concept d'Un seul bureau du BSIF?

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

Q31. L'équipe de la haute direction* du BSIF traite les employés avec respect.
* L'équipe de la haute direction du BSIF comprend tous les directeurs généraux et les directeurs principaux (p. ex., REX-08 – REX-10).

Q32. Les mesures prises par mon secteur à la suite du Sondage auprès des employés ont eu des répercussions positives sur le milieu de travail.

Q33. J'ai confiance en la capacité de l'équipe de la haute direction de diriger le BSIF.

Q34. J'ai confiance en la capacité du Comité de direction** à diriger le BSIF.
** Le Comité de direction comprend le surintendant et les surintendants auxiliaires de la Réglementation, de la Surveillance des institutions de dépôts, de la Surveillance des sociétés d'assurances, du Soutien du risque et des Services intégrés.

Q35. Je crois que les membres de la haute direction sont présents auprès du personnel du BSIF (p. ex. ils participent aux activités du personnel et interagissent de façon informelle avec lui).

SECTION IV : MON EMPLOI

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

Q36. Mes forces personnelles sont bien exploitées dans le poste que j'occupe.

Q37. Je reçois l'encadrement dont j'ai besoin pour bien faire mon travail.

Q38. On m'encourage à innover ou à faire preuve d'initiative dans mon travail.

Q39. Je suis fier de la contribution de mon travail au BSIF.

SECTION V : BIEN-ÊTRE

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

Q40. 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.

Q41. J'ai la latitude voulue pour classer en priorité les tâches et les fonctions quand je suis aux prises avec de multiples exigences au travail.

Q42. Mon stress professionnel est gérable.

Q43. Mon unité de travail offre un environnement où je peux m'exprimer sans hésitation et faire valoir mes opinons.

Q44. Le BSIF offre les ressources appropriées qui m'aident à surmonter les difficultés que présente la conciliation de ma vie professionnelle, de ma vie familiale et de ma vie personnelle (p. ex. le Programme d'aide aux employés et des initiatives de bien-être).

Q45. Le BSIF réussit bien à sensibiliser les gens à la santé mentale** en milieu de travail.
** La santé mentale est l'état d'une personne par rapport à son bien-être psychologique et émotionnel. Le bien-être est une situation où une personne réalise son potentiel, peut faire face aux tensions normales de la vie, peut travailler de façon productive et fructueuse et peut apporter une contribution à sa collectivité.

Q46. Par rapport à l'an dernier, comment évalueriez-vous le niveau d'inclusion* en milieu de travail au BSIF?

* L'inclusion s'entend de la création d'une culture qui vise l'équité et qui respecte, accepte et valorise les différences. Il s'agit de créer un environnement où l'employé se sent capable d'être lui-même au travail.

Q47. 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 distinction 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 familiale, les caractéristiques génétiques, la déficience et l'état de personne graciée.

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?

Q47B. [Si Q47 = Oui]
Sur quel motif avez-vous été victime de discrimination? (Cochez toutes les cases correspondant à votre situation.)

Q47C. [Si Q47 = Oui]
De la part de qui avez-vous été victime de discrimination au travail? (Cochez toutes les réponses qui s'appliquent.)

Q47D. [Si Q47 = Oui]
Quelle(s) mesure(s) avez-vous prise(s) pour remédier à la discrimination dont vous avez été victime? (Cochez toutes les réponses qui s'appliquent)

Q47E. [Si Q47 = Oui]
Saviez-vous où aller pour obtenir de l'aide?

Dans quelle mesure êtes-vous d'accord avec l'énoncé suivant?

Q48. Le BSIF met tout en œuvre pour créer un milieu de travail qui prévient la discrimination.

Q49. Le harcèlement s'entend de tout comportement importun 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 vexer ou causer préjudice. Il comprend tout acte, propos ou exhibition qui diminue, rabaisse, humilie une personne ou qui lui fait honte, 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 familiale, de ses caractéristiques génétiques, de sa déficience physique ou intellectuelle, de son orientation sexuelle ou de son état de personne graciée.

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

Q49B. [Si Q49 =Oui]
De la part de qui avez-vous été victime de harcèlement au travail? (Cochez toutes les réponses qui s'appliquent)

Q49C. [Si Q49 =Oui]
Veuillez indiquer la nature du harcèlement dont vous avez été victime.

Q49D. [Si Q49 = Oui]
Quelles mesures avez-vous prises pour remédier au harcèlement? (Cochez toutes les réponses qui s'appliquent)

Q49E. [Si Q49 = Oui]
Saviez-vous où aller pour obtenir de l'aide?

SECTION VI : COMMENTAIRES

Q50. Souhaitez-vous formuler des commentaires à l'intention du Comité de direction sur les sujets abordés dans ce sondage?

Q50B. [Si Q50 = Oui] Vos commentaires ne seront partagés qu'avec le Comité de direction. Une analyse thématique sommaire et agrégée des commentaires reçus fera également partie des résultats du sondage.
Veuillez être aussi précis que possible tout en prenant soin de ne pas inclure de renseignements personnels ou confidentiels.

Case pour commentaires

Q50C. [Si Q50 = Oui]
Auxquels des thèmes suivants vos commentaires se rapportent-ils? (Cochez toutes les cases pertinentes.)

SECTION VII : RENSEIGNEMENTS GÉNÉRAUX

Le BSIF s'engage à créer un environnement qui valorise expressément la personne, où l'employé se sent en sécurité, engagé, connecté et capable d'être lui-même au travail.

Les questions suivantes ne sont posées qu'à des fins d'analyse du sondage et aideront le BSIF à mieux comprendre les perceptions des employés afin que nous puissions poursuivre la création d'un milieu de travail diversifié et plus inclusif.

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. 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.

Q51. Êtes-vous :

Un membre d'une minorité visible au Canada est par définition une personne (autre qu'un Autochtone) de race ou de couleur autre que blanche, peu importe son lieu de naissance. Voici des exemples : Noir(e), Chinois(e), Philippin(e), Japonais(e), Coréen(ne), Sud-Asiatique ou Indien(ne) de l'Est, Asiatique du Sud-Est, Asiatique occidental(e) non blanc(he), Nord-Africain(e) ou Arabe, Latino-Américain(e) non blanc(he), personne d'origine mixte (dont un parent est membre d'un ou de plusieurs groupes minoritaires énumérés ci-dessus), ou autre groupe de minorité visible.

Q52. 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 Inuk (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.

Q53. 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, et 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. Les personnes handicapées sont également celles dont les limitations fonctionnelles liées à leur déficience font l'objet de mesures d'adaptation pour leur emploi ou dans leur lieu de travail.

Q54. Êtes-vous une personne handicapée?

La collecte de données sur l'orientation sexuelle aidera le BSIF à mieux comprendre les points de vue des employés qui appartiennent à la communauté LGBTQ2+ et à poursuivre ses efforts en vue d'offrir un milieu de travail diversifié et plus inclusif.

Q55. Quelle est votre orientation sexuelle?

Q56. Profitez-vous présentement de l'une des modalités de travail flexibles (MTF) suivantes? (Cochez toutes les réponses qui s'appliquent)

Q56B. [Si Q56 = Je ne profite pas de MTF]
Je ne profite d'aucune des modalités de travail flexibles (MTF) parce que :

Q57. Avez-vous participé au Programme de perfectionnement en leadership du BSIF?

Q57B. [Si Q57 = Oui]
Comprenez-vous le Modèle de leadership et les comportements attendus au niveau REX?

Q58. Avez-vous observé des changements de comportement positifs en matière de leadership chez les REX au cours de la dernière année?

Q59. Depuis combien de temps travaillez-vous au BSIF?

Q60. À quelle catégorie d'employés appartenez-vous?

Q61. Quel est votre secteur / groupe?

Q62. Dans quelle unité de l'organisation travaillez-vous à l'heure actuelle?
Encore une fois, nous vous donnons l'assurance que vos réponses seront traitées de façon confidentielle. Les réponses présentées dans le rapport seront tirées d'au moins dix questionnaires remplis par des employés d'une unité de travail donnée. Les réponses des plus petites unités seront groupées avec celles d'une autre unité de travail afin d'assurer l'anonymat des répondants.

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

Si vous passez à l'écran suivant pour 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.