Unless indicated otherwise, the figures presented are the score on a scale of 100. For further details, please refer to the explanation at the end of this document.
Summary Table
Psychosocial Factors (average scores)
PCH
PS
Psychological Support
81
73
Organizational Culture
78
71
Clear Leadership and Expectations
77
74
Civility and Respect
81
75
Psychological Competencies and Requirements
62
60
Growth and Development
67
62
Recognition and Reward
76
68
Involvement and Influence
74
68
Workload Management
58
61
Engagement
81
75
Balance
76
72
Psychological Protection
70
67
Protection of Physical Safety
89
85
Other Important Elements
PCH
FP
Q58. % of respondents who have been the victim of harassment on the job in the past 12 months
11%
14%
Q66. % of respondents who have been the victim of discrimination on the job in the past 12 months.
6%
8%
Q82. My pay or other compensation has been affected by issues with the Phoenix pay system.
64%
63%
Q85. Satisfaction with the support received from the department to resolve Phoenix issues.
59%
47%
Psychosocial Factors
Psychological Support
Coworkers and supervisors are supportive of employees’ psychological and mental health concerns and respond appropriately, as needed.
-
2018
2019
Q30. My immediate supervisor seems to care about me as a person.
85
87
Q77. My department or agency does a good job of raising awareness of mental health in the workplace.
83
82
Q78. I would describe my workplace as being psychologically healthy.
74
74
Average
81
81
Organizational Culture
A work environment characterized by trust, honesty, and fairness.
-
2018
2019
Q26. I can count on my immediate supervisor to keep his or her promises.
82
82
Q34. Senior managers in my department or agency lead by example in ethical behaviour.
76
76
Q35. I have confidence in the senior management of my department or agency.
73
72
Q42. My department or agency does a good job of promoting values and ethics in the workplace.
81
81
Average
78
78
Clear Leadership and Expectations
Effective leadership and support that informs employees of impending changes and how their work contributes to the organization.
-
2018
2019
Q9. I have clear work objectives.
73
75
Q10. I know how my work contributes to the achievement of my department’s or agency’s goals.
82
82
Q25. I receive useful feedback from my immediate supervisor on my job performance.
77
78
Q27. My immediate supervisor keeps me informed about the issues affecting my work.
80
81
Q31. I am satisfied with the quality of supervision I receive.
80
82
Q39. My department or agency does a good job of communicating its vision, mission and goals.
75
75
Q74i. The extent to which the lack of clear expectations causes you stress at workFootnote 1.
65
68
Average
76
77
Civility and Respect
Employees are respectful and considerate in their interactions in the workplace.
-
2018
2019
Q20. I am satisfied with how interpersonal issues are resolved in my work unit.
70
73
Q21. In my work unit, every individual is accepted as an equal member of the team.
80
81
Q22. In my work unit, individuals behave in a respectful manner.
85
85
Q48. I think that my department or agency respects individual differences (e.g., culture, work styles, ideas).
82
80
Q50. Overall, my department or agency treats me with respect.
86
86
Average
81
81
Psychological Competencies and Requirements
There is a good fit between employees’ interpersonal and emotional competencies and the requirements of the position they hold.
-
2018
2019
Q74i. Overall, to what extent do the following factors cause you stress at work? Lack of clear expectationsFootnote 1.
65
68
Q76. After my workday, I feel emotionally drained.
53
55
Average
59
62
Growth and Development
Employees receive encouragement and support in the development of their interpersonal, emotional and job skills.
-
2018
2019
Q4. I get the training I need to do my job.
74
76
Q44. My department or agency does a good job of supporting employee career development.
67
67
Q45. I believe I have opportunities for promotion within my department or agency, given my education, skills and experience.
60
59
Average
67
67
Recognition and Reward
Appropriate acknowledgement and appreciation of employees’ efforts in a fair and timely manner.
-
2018
2019
Q8. I receive meaningful recognition for work well done.
73
75
Q11. Overall, I feel valued at work.
75
76
Average
74
76
Involvement and Influence
Employees are included in discussions about how their work is done and how important decisions are made.
-
2018
2019
Q13. I have opportunities to provide input into decisions that affect my work.
73
74
Q14. I am encouraged to be innovative or to take initiative in my work.
76
76
Q47. I feel I would be supported by my department or agency if I proposed a new idea.
72
72
Average
74
74
Workload Management
Tasks and achievements can be accomplished successfully within the time available.
-
2018
2019
Q17. I can complete my assigned workload during my regular working hours.
74
75
Q18d. I feel that the quality of my work suffers because of unreasonable deadlinesFootnote 1.
51
52
Q18e. I feel that the quality of my work suffers because I have to do the same or more work, but with fewer resourcesFootnote 1.
46
47
Average
57
58
Engagement
Employees feel connected to their work and are motivated to do their job well.
-
2018
2019
Q7. I get a sense of satisfaction from my work.
77
78
Q12. I am proud of the work that I do.
82
84
Q16. Overall, I like my job.
80
81
Q53. I would prefer to remain with my department or agency, even if a comparable job was available elsewhere in the federal public service.
79
79
Average
80
81
Balance
There is recognition of the need for balance between demands of work, family, and personal life.
-
2018
2019
Q6. I have support at work to balance my work and personal life.
81
83
Q74f. The extent to which balancing work and personal life causes you stress at workFootnote 1.
65
69
Average
73
76
Psychological Protection
Work environment where employees’ psychological safety is ensured.
-
2018
2019
Q43. I feel I can initiate a formal recourse process (e.g., grievance, complaint, appeal) without fear of reprisal.
61
61
Q64. I am satisfied with how matters related to harassment are resolved in my department or agency.
65
65
Q65. My department or agency works hard to create a workplace that prevents harassment.
77
77
Q72. I am satisfied with how matters related to discrimination are resolved in my department or agency.
70
69
Q73. My department or agency works hard to create a workplace that prevents discrimination.
78
79
Average
70
70
Protection of Physical Safety
Work environment where appropriate actions are in place to protect the physical safety of employees.
-
2018
2019
Q74l. The extent to which the physical work environment causes you stress at workFootnote 1.
82
84
Q74m. The extent to which accessibility or accommodation issues causes you stress at work.
92
94
Average
87
89
Harassment
Harassment (% of respondents saying "Yes")
-
2018
2019
Q58. Having carefully read the definition of harassment, have you been the victim of harassment on the job in the past 12 months?
10%
11%
Harassment is normally a series of incidents, but it can be one severe incident that has a lasting impact on the individual. Harassment is any improper conduct by an individual that is directed at and offensive to another individual in the workplace, including at any event or any location related to work, and that the individual knew or ought reasonably to have known would cause offence or harm. It comprises objectionable act(s), comment(s) or display(s) that demean, belittle, or cause personal humiliation or embarrassment, and any act of intimidation or threat. It also includes harassment within the meaning of the Canadian Human Rights Act (i.e., based on race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender identity or expression, marital status, family status, genetic characteristics [including a requirement to undergo a genetic test, or disclose the results of a genetic test], disability or conviction for an offence for which a pardon has been granted or in respect of which a record suspension has been ordered).
Discrimination
Discrimination (% of respondents saying "Yes")
-
2018
2019
Q66. Having carefully read the definition of discrimination, have you been the victim of discrimination on the job in the past 12 months?
5%
6%
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 (i.e., based on race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender identity or expression, marital status, family status, genetic characteristics [including a requirement to undergo a genetic test, or disclose the results of a genetic test], disability or conviction for an offence for which a pardon has been granted or in respect of which a record suspension has been ordered).
Compensation
Compensation
-
2018
2019
Q82. The extent to which your pay or other compensation has been affected by issues with the Phoenix pay system.
63
64
Q85. I am satisfied with the support (e.g., regular information, follow-up, making enquiries on my behalf, offering emergency or priority pay) I received from my department or agency to help resolve my pay or other compensation issues. [Base : respondents who said their pay or other compensation has been affected by Phoenix]
61
59
Explanation of the score used in this document
This score card is intended to provide a quick overview of the health of PCH work units based on the results of the 2019 Public Service Employee Survey. The majority of the score card is composed of survey questions that use 5-point Likert scales (agreement, satisfaction, and frequency scales). Unless otherwise noted with a percentage sign (%), each number presented is the mean of the 5-point Likert scale expressed as a score out of 100.
As the mean takes into account all responses for a survey question (positive, neutral, and negative), the resulting score provides a more comprehensive representation of the survey results than simply examining the percentage of respondents that are satisfied or agree with a particular statement.
