Transcript www.managers-gestionnaires.gc.ca

E-Polling Results
NMC Forum – Winnipeg
May 9, 2012
Q1: Which of the following best describes you?
1.
2.
3.
4.
Manager / Team Leader
Executive or EX Equivalent
Aspiring Manager
Other
77%
10%
9%
3%
1
2
3
4
2
Q2: I work in:
1. Atlantic Canada (NL, NS, NB, PE)
2. National Capital Region
3. Central Canada outside the National Capital Region
(ON, QC)
4. Western Canada Region (MB, SK, AB, BC)
5. The North (YT, NT, NU)
44%
30%
14%
11%
1%
1
2
3
4
5
3
Q3: In my current position, I have
delegated authority for:
1.
2.
3.
4.
Finances only
Human Resources only
Both Human Resources and Finances
Neither Human Resources nor Finances
52%
23%
17%
8%
1
2
3
4
4
Q4: I believe my organization adequately
equips new managers with the competencies
they require to do their job effectively.
1.
2.
3.
4.
5.
Strongly disagree
Disagree
Neither agree nor disagree
Agree
Strongly agree
43%
25%
20%
6%
1
6%
2
3
4
5
5
Q5: I have the freedom and authority
to do what I am responsible to do.
1.
2.
3.
4.
5.
Strongly disagree
Disagree
Neither agree nor disagree
Agree
Strongly Agree
46%
22%
14%
13%
6%
1
2
3
4
5
6
Q6: My organization allows me to participate in
activities outside of my core responsibilities
that pique my personal interest.
1.
2.
3.
4.
5.
Strongly disagree
Disagree
Neither agree nor disagree
Agree
Strongly Agree
46%
19%
16%
15%
4%
1
2
3
4
5
7
Q7: Of the following, the main reason I might not
address performance management issues is:
1. Avoid conflict and not take action
2. I am not sure of what I can and cannot do when addressing
PM
49%
3. Not able to give employees training and support
4. I cannot risk losing the employee
5. I deal with PM issues effectively
6. I do not have PM responsibilities
22%
11%
9%
5%
4%
1
2
3
4
5
6
8
Q8: My organization is doing a good job
of communicating information around
recent budget decisions.
1.
2.
3.
4.
5.
Strongly disagree
Disagree
Neither agree nor disagree
Agree
Strongly Agree
19%
32%
21%
14%
13%
1
2
3
4
5
9
Q9: Is your organization streamlining
rules and policies or eliminating
unnecessary ones?
1. Yes
2. No
3. Unsure
41%
32%
27%
1
2
3
10
Q10: What support or tools do you need most
to cope with all of the current and anticipated
changes?
1.
2.
3.
4.
5.
Stress Management
Better understanding of EAP services
Difficult conversations and conflict resolution
Managing competing priorities
Workforce planning
38%
28%
23%
7%
4%
1
2
3
4
5
11
Q11: As a manager I am fully aware of the
policy on, and possible implications of, the
use of personal social media tools such as
Facebook or Twitter.
1.
2.
3.
4.
5.
Strongly disagree
Disagree
Neither agree nor disagree
Agree
Strongly Agree
29%
22%
21%
15%
14%
1
2
3
4
5
12
Q12: I feel I have a good understanding
of what it will be like to work as a
manager in the future Public Service.
1.
2.
3.
4.
5.
Strongly disagree
Disagree
Neither agree nor disagree
Agree
Strongly Agree
23%
38%
23%
10%
6%
1
2
3
4
5
13
Q13: I believe that I have the competencies to
effectively lead and manage in a streamlined
and modernized Public Service.
1.
2.
3.
4.
5.
6.
Strongly disagree
Disagree
Neither agree nor disagree
Agree
Strongly Agree
Not applicable
53%
24%
12%
6%
3%
1%
1
2
3
4
5
6
14
Q14: As a manager, my biggest workforce
challenge over the next 12 to 24 months will be:
1. Providing employees affected by WFA
with advice and support
2. Running - Selection for Retention and
Layoff
3. Keeping employees motivated and
engaged
4. Keeping a positive frame of mind
(personal mental health)
5. N/A – I do not anticipate significant
impacts in my org.
6. N/A – I do not have people
responsibility
5%
1
57%
13%
15%
8%
2%
2
3
4
5
6
15
Q15: I am comfortable with hiring employees
who have been affected by workforce
adjustment from the Priority Administration
System.
34%
1.
2.
3.
4.
5.
6.
Strongly disagree
Disagree
Neither agree nor disagree
Agree
Strongly Agree
Not Applicable
18%
16%
16%
12%
5%
1
2
3
4
5
6
16
Q16: I am comfortable with managing
the alternation process.
1.
2.
3.
4.
5.
6.
Strongly disagree
Disagree
Neither agree nor disagree
Agree
Strongly Agree
Not Applicable
26%
23%
23%
15%
7%
5%
1
2
3
4
5
6
17
Q17: My organization has adequately
equipped me to manage Work Force
Adjustment.
1.
2.
3.
4.
5.
6.
Strongly disagree
Disagree
Neither agree nor disagree
Agree
Strongly Agree
Not Applicable
30%
24%
16%
13%
11%
6%
1
2
3
4
5
6
18
Q18: Please rate your level of engagement
based on the following scale:
1.
2.
3.
4.
5.
Highly engaged
Engaged
Disengaged
Actively disengaged
Not sure
50%
35%
8%
5%
1%
1
2
3
4
5
19
Q19: Please rate your organization's level of
engagement based on the following scale:
1.
2.
3.
4.
5.
Highly engaged
Engaged
Disengaged
Actively disengaged
Not sure
58%
18%
12%
11%
1%
1
2
3
4
5
20
Q20: I work in an environment where I feel
valued, can acknowledge problems when they
occur, and can ask for help when needed.
1.
2.
3.
4.
5.
Strongly disagree
Disagree
Neither agree nor disagree
Agree
Strongly Agree
41%
28%
13%
11%
8%
1
2
3
4
5
21
Q21: I feel comfortable providing assistance,
advice and support to employees who
experience personal or mental health issues
that affect their well-being at work.
1.
2.
3.
4.
5.
6.
42%
Strongly disagree
Disagree
Neither agree nor disagree
Agree
Strongly Agree
Not Applicable
17%
16%
11%
8%
6%
1
2
3
4
5
6
22
Q22: As a manager, in order to effectively
manage employee illness, injury or disability,
I would benefit most from:
1. Better understanding of disability management
2. Policy and guidelines that support early intervention and active
case management
3. Access to disability management advisors
4. Benefits and services that support
41%
remaining at work
5. Access to data to better manage
absence due to illness
6. N/A, I do not manage staff.
18%
1
20%
2
3
7%
7%
4
5
8%
6
23