2018 OPS Employee Experience Survey Results

Conducted from April 18 to May 4, 2018, this report provides a snapshot of the workplace experience of Ontario Public Service employees.

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Introduction

Background

The 2018 Employee Experience Survey was conducted from April 18 - May 4 and represented the sixth iteration of the survey. The survey results provide a snapshot of employees’ workplace experience. Although the OPS’ organizational structure has changed since the time of the survey, the results in this report represent the ministry results as they were at the time of the survey (April 2018). This report may help in identifying trends, areas of strength and areas for additional focus. The employee experience has an impact on the ability of the OPS to deliver value and outcomes for Ontarians.

What is the OPS Employee Engagement Model?

Employee engagement is about enabling employees to contribute to their full potential. Engaged employees are committed to their organization, motivated to support the achievement of its goals, and are satisfied with the organizational culture and work environment.

The OPS Employee Engagement Model helps us understand and measure employee engagement. The components of Employee Engagement (Commitment, Motivation, Organization Satisfaction, and Job Satisfaction) are at the centre of the model. These components are measured as the Employee Engagement Index (EEI).

Purpose of this report

Starting in 2018, management (managers and above) across the OPS have access to an online dashboard that contains survey results that are relevant to their role in the organization. While individual ministries have their own areas of strength and improvement, this report provides generalized, OPS-wide results. Please note that survey dashboard users may see slight variations between printed reports and dashboard results due to differing rounding approach (e.g. +/- 0.1).

Understanding survey results

The 2018 OPS Employee Experience Survey used a scale from 1 to 5, with 1 being “Strongly Disagree” and 5 being “Strongly Agree.” In the results, the mean score of these responses is provided as well as the distribution.

The combined percentage of those who selected 4 or 5 is represented as the per cent agreement or “per cent favourable.” Where available, results for 2017 and 2014 are provided for comparison purposes.

Response counts are also provided for the questions (or the average response count for the questions under that component/theme/index).

A 100-point scale is used to report the overall Employee Engagement Index. Each component of the Employee Engagement Index and each theme have associated survey questions. Each question is measured using the 5-point scale. The component/theme is then scored as an average of the associated question scores and converted to a 100-point scale.

Cells with a dash (-) represent cases where either no historical data was found, or the minimum threshold of 10 or more responses was not met.

Measuring employee engagement and workplace enablers

Measuring employee engagement

The Employee Engagement Index (EEI) is used to measure overall engagement among employees (the nine key indicators described below). The EEI is calculated using nine key indicators that measure key aspects of engagement:

Commitment to the organization
Satisfaction with the organization
Satisfaction with the job
Motivation to support the achievement of organizational goals

Nine key indicators of the employee engagement index

Commitment

I would recommend the OPS as a great place to work
I would prefer to stay with the OPS, even if offered a similar job elsewhere
I am proud to tell people I work for the OPS
I am inspired to give my very best

Organization satisfaction

Overall, I am satisfied in my work as an OPS employee

Job satisfaction

I am satisfied with my Ministry
I am satisfied with my job
I am proud to work for my Ministry

Motivation

I strive to improve my Ministry’s results

Measuring themes

Each of the 19 survey themes has a set of associated questions with it.

OPS employee experience survey results

Employee Engagement Index (EEI)

The Employee Engagement Index is an aggregate score of all employees’ responses to the nine key indicators of the employee engagement index using a 100 point scale.

The table below summarizes the results for the Employee Engagement Index (EEI) for 2018 as well as 2017 and 2014. The EEI is based on employees’ perceptions of their degree of engagement.

Table #1: Employee Engagement Index (EEI)
Year	2018	2017	2014
Employee Engagement Index (EEI)	69.8	69.9	67.8

Distribution of employee engagement scores

The table below summarizes the distribution of engagement by low, moderate and highly engaged employees in 2018, 2017 and 2014.

Table #2: Distribution of engagement
Proportion of employees with high, moderate and low levels of engagement (EEI)	2018	2017	2014
High Engagement: 75 to 100	47.0%	47.0%	42.0%
Medium Engagement: 50 to less than 75	34.0%	35.0%	37.0%
Low Engagement: 0 to less than 50	16.0%	16.0%	19.0%

Employee Engagement Index (EEI) indicators

The table below provides the count of responses, mean and favourable responses for the key indicators used to calculate the Employee Engagement Index (EEI). The mean is based on a five-point Likert scale.

Table #3: Employee Engagement Index (EEI) indicators
Theme/Statement	Responses	Mean	Favourable	2018 OPS ALL	2017	2014
Commitment	-	3.8	67.0%	67.0%	64.2%	59.1%
I am inspired to give my very best.	41,294	3.9	68.9%	68.9%	66.3%	61.4%
I am proud to tell people I work for the OPS.	40,941	3.9	67.4%	67.4%	63.4%	58.7%
I would prefer to stay with the OPS, even if offered a similar job elsewhere.	40,487	3.8	67.0%	67.0%	64.6%	61.1%
I would recommend the OPS as a great place to work.	41,131	3.8	64.7%	64.7%	62.6%	55.2%
Job satisfaction	-	3.7	62.9%	62.9%	63.6%	59.6%
I am proud to work for my Ministry.	40,959	3.9	69.4%	69.4%	73.4%	69.1%
I am satisfied with my Ministry.	40,830	3.4	52.1%	52.1%	51.1%	48.1%
I am satisfied with my job.	41,310	3.8	67.3%	67.3%	66.2%	61.5%
Organizational Satisfaction	-	3.7	65.5%	65.5%	64.8%	62.5%
Overall, I am satisfied in my work as an OPS employee.	41,268	3.7	65.5%	65.5%	64.8%	62.5%
Motivation	-	4.0	76.2%	76.2%	82.1%	79.5%
I strive to improve my Ministry’s results.	40,507	4.0	76.2%	76.2%	82.1%	79.5%

Inclusion index

The Inclusion Index is an aggregate score of all employees’ responses to the five key indicators of the inclusion index using a 100 point scale.

The table below summarizes the results for the 2018 Inclusion Index. It is important to note that the Inclusion Index was modified in 2018. As a result, it is no longer comparable to previous years' indices.

Table #4: Inclusion index
Index	2018	2018 OPS All
Inclusion Index	69.7	69.7

The table below provides the count of responses, mean and favourable responses for the key indicators used to calculate the Inclusion Index. The mean is based on five-point Likert scale.

Table #5: Inclusion index questions
*Inclusion index questions	Responses	Mean	Favourable	2018 OPS All
I am treated respectfully at work.	41,190	4.1	78.8%	78.8%
I feel free to express opinions that diverge from those of management without fear of reprisal.	40,844	3.7	63.8%	63.8%
I have a positive working relationship with the person I report to.	41,109	4.2	81.2%	81.2%
In my Ministry the process for selecting a person for a position is fair.	39,976	3.1	42.4%	42.4%
The people I work with value my ideas and opinions.	41,022	3.9	73.7%	73.7%

*Note: The inclusion index was updated in 2018. As a result, it is no longer comparable from year to year.

Part A: Ministry scores

The table below depicts the Employee Engagement Index scores as well as the Inclusion Index scores for various ministries in the OPS.

Table #1: Ministry scores
*Ministry	Engagement index	Inclusion
OPS	69.8	69.7
Cabinet Office	74.9	76.8
Information and Information Technology	71.9	72.2
Ministry of Advanced Education and Skills Development	72.5	71.7
Ministry of Agriculture, Food and Rural Affairs	73.0	73.8
Ministry of Children and Youth Services	69.2	68.2
Ministry of Citizenship and Immigration	71.7	71.1
Ministry of Community Safety and Correctional Services	63.0	63.1
Ministry of Community and Social Services	71.3	70.6
Ministry of Economic Development and Growth/Ministry of Research, Innovation and Science	75.2	77.8
Ministry of Education	73.7	71.8
Ministry of Energy	73.3	77.5
Ministry of Finance	72.8	72.8
Ministry of Government and Consumer Services	72.8	72.5
Ministry of Health and Long-Term Care	70.8	70.1
Ministry of Indigenous Relations and Reconciliation	77.7	71.9
Ministry of Infrastructure	69.8	73.7
Ministry of International Trade	74.3	76.8
Ministry of Labour	71.6	71.5
Ministry of Municipal Affairs \| Ministry of Housing	72.3	72.6
Ministry of Natural Resources and Forestry	71.4	71.8
Ministry of Northern Development and Mines	75.6	75.8
Ministry of Tourism, Culture and Sport	72.4	72.9
Ministry of Transportation	70.1	68.4
Ministry of the Attorney General	67.8	67.7
Ministry of the Environment and Climate Change	71.2	71.4
Senior Affairs	68.7	78.0
Status of Women	65.3	64.6
Ontario Clean Water Agency	70.2	71.7
Treasury Board Secretariat	72.9	74.6

*Note: The results in this table represent the ministry scores as they were constituted at the time of the survey (April 2018).

Part B: All statements

The table below represents all themes and their corresponding statements that were asked in the 2018, 2017 and 2014 surveys. Cells with a dash (-) represent cases where either no historical data was found, or the minimum threshold of 10 or more responses was not met.

Table #1: All statements
Career advancement	Responses	Mean	Favourable	2018 OPS All	2017	2014
I am satisfied with the way my career is progressing in the OPS.	40,522	3.4	51.6%	51.6%	49.2%	44.9%
I have opportunities for career growth within the OPS.	40,362	3.3	50.5%	50.5%	48.8%	42.2%

Clear expectations and direction	Responses	Mean	Favourable	2018 OPS All	2017	2014
I clearly understand the mandate and goals of my Ministry.	41,004	3.8	69.3%	69.3%	73.2%	70.3%
I have a clear understanding of my job and what is expected of me.	41,169	4.0	75.2%	75.2%	75.2%	75.8%
I know how my work contributes to the achievement of my Ministry’s goals.	40,961	3.9	71.2%	71.2%	75.2%	72.8%

Commitment to Public Service	Responses	Mean	Favourable	2018 OPS All	2017	2014
Serving the public good is a very important factor in my decision to work for the OPS.	40,739	4.1	78.2%	78.2%	79.5%	76.5%

Co-worker relationships	Responses	Mean	Favourable	2018 OPS All	2017	2014
I have positive relations with my co-workers.	41,244	4.3	87.5%	87.5%	87.1%	86.4%
My co-workers invite me to join them in informal activities (e.g. going out for coffee or lunch).	39,655	3.8	67.4%	67.4%	67.3%	70.7%
My work group usually completes its assignments in a timely fashion.	39,644	4.0	76.6%	76.6%	76.3%	76.8%
The people I work with are generally good at their jobs.	41,185	4.0	76.1%	76.1%	76.1%	72.0%
The people I work with value my ideas and opinions.	41,022	3.9	73.7%	73.7%	74.2%	76.0%

Direct supervision	Responses	Mean	Favourable	2018 OPS All	2017	2014
I am satisfied with the quality of supervision I receive.	40,914	3.8	69.2%	69.2%	66.8%	65.1%
I have a positive working relationship with the person I report to.	41,109	4.2	81.2%	81.2%	79.9%	74.2%
The person I report to acts in ways consistent with his/her words.	40,684	3.8	67.9%	67.9%	66.3%	64.3%
The person I report to consults me on decisions that affect my work.	40,683	3.7	65.1%	65.1%	63.1%	60.6%
The person I report to gives me constructive feedback on my work.	40,643	3.7	62.8%	62.8%	61.0%	58.9%
The person I report to is an effective leader.	40,831	3.7	65.6%	65.6%	62.7%	60.0%
The person I report to keeps me informed of things that I need to know.	40,934	3.8	66.6%	66.6%	63.9%	61.5%
The person I report to makes timely decisions.	40,692	3.7	64.0%	64.0%	62.1%	59.4%
The person I report to takes the time to handle the people aspects of the job.	40,661	3.7	64.6%	64.6%	62.2%	59.9%

Hiring practices	Responses	Mean	Favourable	2018 OPS All	2017	2014
In my Ministry the process for selecting a person for a position is fair.	39,976	3.1	42.4%	42.4%	41.3%	37.6%
The OPS hires and promotes people based on their skills, abilities and experience.	40,388	3.3	51.6%	51.6%	54.6%	49.2%

Independence & innovation	Responses	Mean	Favourable	2018 OPS All	2017	2014
I am encouraged to take reasonable risks in doing my job.	39,772	3.3	48.8%	48.8%	51.9%	48.6%
I feel free to express opinions that diverge from those of management without fear of reprisal.	40,844	3.7	63.8%	63.8%	63.1%	49.1%
I have opportunities to provide input into decisions that affect my work.	41,180	3.7	64.2%	64.2%	63.5%	60.5%
I have the independence I need to make decisions about my daily work.	41,182	3.8	70.1%	70.1%	70.4%	68.2%
Innovation is valued.	40,771	3.5	55.9%	55.9%	54.7%	51.0%

Job fit	Responses	Mean	Favourable	2018 OPS All	2017	2014
My job is a good fit with my skills and interests.	41,277	4.0	72.6%	72.6%	71.3%	67.3%
My work is interesting.	41,316	4.1	77.1%	77.1%	76.4%	72.4%
My work provides me with the right level of challenge.	41,299	3.8	65.5%	65.5%	64.5%	60.2%

Leadership practices	Responses	Mean	Favourable	2018 OPS All	2017	2014
My Ministry is on the right track in its planning for the future.	39,609	3.3	49.3%	49.3%	46.5%	44.4%

Leadership practices (Deputy Ministers/Assistant Deputy Ministers)	Responses	Mean	Favourable	2018 OPS All	2017	2014
I have confidence in my Deputy Minister(s) and Assistant Deputy Minister(s) or equivalents.	12,698	3.4	52.6%	52.6%	54.8%	54.7%
My Deputy Minister(s) and Assistant Deputy Minister(s) or equivalents make timely decisions.	12,361	3.3	47.7%	47.7%	48.5%	48.0%
My Deputy Minister(s) and Assistant Deputy Minister(s) or equivalents provide clear direction.	12,578	3.3	46.6%	46.6%	47.7%	48.5%
My DM(s) and ADM(s) or equivalents are genuinely interested in the well-being of employees.	12,587	3.3	49.7%	49.7%	49.8%	49.6%

Leadership practices (Directors/Senior Managers)	Responses	Mean	Favourable	2018 OPS All	2017	2014
I have confidence in my Director(s) and Senior Manager(s) or equivalents.	34,641	3.6	60.4%	60.4%	56.8%	53.1%
My Director(s) and Senior Manager(s) or equivalents make timely decisions.	34,053	3.5	56.5%	56.5%	52.6%	49.5%
My Director(s) and Senior Manager(s) or equivalents provide clear direction.	34,487	3.5	54.9%	54.9%	51.3%	47.3%
My Director(s) and SMG(s) or equivalents are genuinely interested in the well-being of employees.	34,522	3.5	58.4%	58.4%	54.5%	50.2%

Learning and development	Responses	Mean	Favourable	2018 OPS All	2017	2014
I feel that I am always learning something new in my job.	41,298	3.8	66.4%	66.4%	66.1%	61.1%
My Ministry supports my work-related learning and development.	40,643	3.6	58.5%	58.5%	57.0%	54.9%
The amount of learning and development I have received has met my needs.	40,893	3.4	49.8%	49.8%	48.7%	46.8%
The quality of learning and development I have received is very good.	40,925	3.5	54.2%	54.2%	52.3%	50.7%

Organizational communication	Responses	Mean	Favourable	2018 OPS All	2017	2014
Essential information flows effectively from my Director(s) and SMG(s) or equivalents to staff.	34,483	3.4	51.6%	51.6%	48.0%	44.4%
Essential information flows effectively from my DM(s) and ADM(s) or equivalents to staff.	12,585	3.1	41.6%	41.6%	43.2%	43.2%
Essential information flows effectively from staff to senior leaders.	40,220	3.1	41.9%	41.9%	43.7%	41.0%
There is good communication between my work unit and other units that we are involved with.	40,399	3.2	44.2%	44.2%	46.1%	46.1%

Orientation and onboarding	Responses	Mean	Favourable	2018 OPS All	2017	2014
Overall, I was satisfied with the orientation I received for this job.	8,921	3.4	52.7%	52.6%	50.9%	48.1%

Performance barriers	Responses	Mean	Favourable	2018 OPS All	2017	2014
My Ministry provides the support I need to adapt to changes in my job or work environment.	40,249	3.4	49.8%	49.8%	50.8%	47.6%
My workload is reasonable.	41,268	3.3	50.0%	50.0%	49.7%	47.4%
The amount of stress I experience at work is reasonable.	41,256	3.1	44.4%	44.4%	44.0%	41.3%

Quality of service	Responses	Mean	Favourable	2018 OPS All	2017	2014
I have support at work to provide a high level of service.	41,236	3.5	57.2%	57.2%	57.6%	52.4%
My work unit is making an effort to improve service quality.	40,153	3.7	63.4%	63.4%	63.4%	69.4%
The service my work unit provides meets the needs of diverse clients (e.g. disability, culture…).	38,913	3.9	71.8%	71.8%	72.6%	73.7%
The work I do gives citizens good value for their tax dollars.	40,529	4.0	74.2%	74.2%	77.8%	78.2%

Recognition	Responses	Mean	Favourable	2018 OPS All	2017	2014
I receive meaningful recognition for work well done.	40,512	3.5	56.3%	56.3%	55.7%	57.1%
My ministry does a good job of formally recognizing its employees.	40,384	3.1	40.1%	40.1%	41.1%	38.3%

Safe & healthy workplace	Responses	Mean	Favourable	2018 OPS All	2017	2014
I have a safe and healthy work environment.	41,280	3.8	67.4%	67.4%	67.7%	63.9%
My ministry does a good job of supporting persons with permanent or temporary disabilities.	35,321	3.8	67.1%	67.1%	70.3%	67.6%

Support and tools	Responses	Mean	Favourable	2018 OPS All	2017	2014
I have the technology, equipment and other tools I need to do my job well.	41,270	3.6	59.3%	59.3%	55.4%	53.6%
My physical work environment allows me to contribute fully to my job.	41,008	3.6	59.5%	59.5%	62.7%	60.3%

Work-life balance	Responses	Mean	Favourable	2018 OPS All	2017	2014
I have support at work to balance my work and personal life.	41,095	3.7	61.9%	61.9%	60.8%	56.3%

Workplace morale	Responses	Mean	Favourable	2018 OPS All	2017	2014
I am treated respectfully at work.	41,190	4.1	78.8%	78.8%	78.5%	77.5%
People in my work unit take pride in their work.	41,004	3.8	68.3%	68.3%	73.9%	74.0%
The morale in my work unit is good.	41,182	3.2	47.2%	47.2%	49.5%	45.9%

Statements not included in themes	Responses	Mean	Favourable	2018 OPS All	2017	2014
Collaboration is valued.	41,036	3.8	67.6%	67.6%	-	-
Continuous improvements of processes/procedures is encouraged.	41,019	3.7	63.6%	63.6%	-	-
I am motivated by my Ministry to help achieve its objectives.	40,682	3.5	54.6%	54.6%	-	-
I am paid fairly for the work I do.	41,281	3.4	53.9%	53.9%	52.6%	-
I am proud to tell others about the type of work I do.	41,145	4.1	74.9%	74.9%	-	-
I enjoy the type of work I do.	41,340	4.0	73.4%	73.4%	-	-
I feel energized by my work.	41,307	3.5	52.7%	52.7%	-	-
I feel supported in my workplace when dealing with personal or family issues.	40,141	3.9	72.0%	72.0%	-	-
I find my Ministry inspiring to work for.	40,905	3.4	51.9%	51.9%	-	-
I find my work inspiring.	41,270	3.5	53.1%	53.1%	-	-
I find the work I do meaningful.	41,330	4.0	73.7%	73.7%	-	-
I have access to the information I need to do my job well.	41,262	3.7	62.0%	62.0%	-	-
I seek learning opportunities.	40,756	4.1	79.9%	79.9%	-	-
I take an active role in planning my career.	40,263	4.0	75.2%	75.2%	-	-
I was treated fairly the last time I went through a hiring process.	38,787	3.8	68.6%	68.6%	-	-
In my workplace, there is a good understanding of the importance of employee mental health.	40,621	3.5	58.6%	58.6%	-	-
My benefits meet my (and my family’s) needs well.	39,319	3.4	54.9%	54.9%	51.8%	-
My ministry values diversity.	40,124	4.1	77.1%	77.1%	77.9%	68.2%
My workplace supports flexible work arrangements.	39,631	3.6	59.1%	59.1%	56.1%	53.2%
Overall, I feel valued as an OPS employee.	41,213	3.5	56.0%	56.0%	53.0%	-
Receiving recognition for my individual job performance is important to me.	41,121	4.0	73.5%	73.5%	-	-
Receiving recognition for my team/work unit performance is important to me.	40,859	4.2	80.5%	80.5%	-	-
The accommodation(s) I received allows me to perform my job.	1,097	4.2	78.3%	78.2%	-	-
The person I report to helps identify my current learning needs.	39,761	3.5	54.4%	54.4%	-	-
The person I report to manages unsatisfactory employee performance effectively.	34,516	3.3	48.0%	48.0%	-	-
The person I report to provides opportunity to apply new knowledge and skills.	39,909	3.6	61.3%	61.3%	-	-
The person I report to supports learning as it relates to my career goals.	39,766	3.8	66.5%	66.5%	-	-
The work I do gives me a sense of accomplishment.	41,317	3.8	65.1%	65.1%	-	-

*Note: Cells with a dash (-) represent cases where either no historical data was found, or the minimum threshold of 10 or more responses was not met.

Part C: Respectful workplace

The Ontario Public Service (OPS) is committed to fostering and sustaining a respectful workplace. A respectful workplace is one that values courteous conduct, positive communication, professional working relationships, dignity and inclusion.

Table #1: Respectful workplace
Respectful workplace	Responses	Mean	Favourable	2018 OPS All	2017	2014
I am treated respectfully at work	41,190	4.1	78.8%	78.8%	78.5%	77.5%

The following questions were addressed to those who Disagreed or Strongly Disagreed with the statement "I am treated respectfully at work" in the 2018 OPS Employee Experience Survey.

Table #2: What was the nature of the disrespectful behaviour?
What was the nature of the disrespectful behaviour?*	2018 Proportion
Gossip (e.g. 'talking behind your back')	55.9%
Minimizing your skills, experience and opinions (e.g. belittling, demeaning, patronizing, condescending)	78.0%
Rude or discourteous behaviour (e.g. swearing, dismissive body language)	58.9%
Other	31.4%
Number of responses	3,194

*Note: This question was a multi-select question (meaning a respondent could choose more than one answer). As a result the percentages could add up to more than 100%.

Table #3: Has the disrespectful behaviour had a negative impact on you?
Has the disrespectful behaviour had a negative impact on you?	2018 Proportion	2017 Proportion
No	4.2%	4.6%
Yes	95.8%	95.4%
Number of responses	3,273	2,880

Table #4: In the last 12 months, how many times did you experience disrespectful behaviour in the workplace?
In the last 12 months, how many times did you experience disrespectful behaviour in the workplace?	(12 Months) 2018 Proportion	(*6 Months) 2017 Proportion
1-2 times	8.5%	11.4%
3-10 times	40.4%	45.1%
11-20 times	18.1%	16.5%
More than 20 times	33.0%	27.0%
Number of responses	3,071	2,676

*Note: The time period in this questions has been increased from 6 months to 12 months and results may no longer be comparable from year to year.

Table #5: From whom did you experience the disrespectful behaviour?
From whom did you experience the disrespectful behaviour?*	2018 Proportion	2017 Proportion
Co-worker(s)	55.1%	52.2%
Individual(s) for whom I have a custodial responsibility (e.g., inmates, offenders, patients, detainees)	12.1%	9.0%
Individual(s) from other government departments or agencies	7.4%	5.2%
Individual(s) from other OPS Ministries or agencies	6.2%	6.5%
Individual(s) with authority over me	70.5%	77.1%
Individual(s) working for me	6.7%	7.0%
Members of the public (individuals or organizations)	14.7%	15.1%
Other	9.1%	4.1%
Number of responses	3,217	2,884

*Note: This question was a multi-select question (meaning a respondent could choose more than one answer). As a result the percentages could add up to more than 100%.

Part D: Workplace discrimination

The section refers to workplace discrimination. Discrimination must be linked to one of the prohibited grounds under the Ontario Human Rights Code.

Table #1: In the past 12 months have you experienced discrimination on the job?
In the past 12 months have you experienced discrimination on the job?	(12 Months) 2018 Proportion	(*2 Years) 2017 Proportion	(*2 Years) 2014 Proportion
No	89.1%	87.4%	85.8%
Yes	10.9%	12.6%	14.3%
Number of responses	38,319	33,611	33,381

*Note: The time period in this questions has been reduced to 12 months from 2 years and results may no longer be comparable from year to year.

The following questions were addressed to those who answered "Yes" to the question "In the past 12 months have you experienced discrimination on the job?".

Table #2: Thinking about your experience of discrimination, from whom did you experience workplace discrimination?
Thinking about your experience of discrimination, from whom did you experience workplace discrimination?*	2018 Proportion	2017 Proportion	2014 Proportion
Co-worker(s)	49.0%	44.9%	46.8%
Individual(s) for whom I have a custodial responsibility (e.g., inmates, offenders, patients, detainees)	10.2%	6.6%	5.1%
Individual(s) from other government departments or agencies	6.5%	5.0%	4.6%
Individual(s) from other OPS Ministries or agencies	7.8%	8.2%	6.3%
Individual(s) with authority over me	58.5%	68.0%	66.7%
Individual(s) working for me	4.6%	5.0%	6.1%
Members of the public (individuals or organizations)	11.9%	13.4%	12.3%
Other	8.5%	6.8%	8.2%
Number of responses	3,813	3,939	4,136

*Note: This question was a multi-select question (meaning a respondent could choose more than one answer). As a result the percentages could add up to more than 100%.

Table #3: Please indicate the type of discrimination you experienced
Please indicate the type of discrimination you experienced*	2018 Proportion	2017 Proportion	2014 Proportion
Age	33.4%	31.0%	27.4%
Ancestry	6.1%	5.5%	5.0%
Citizenship	2.2%	1.9%	2.1%
Colour	17.4%	14.4%	11.4%
Creed (religion)	6.4%	6.7%	5.2%
Disability (mental or physical)	18.9%	19.8%	19.5%
Ethnic origin	15.8%	15.9%	13.3%
Family status	11.9%	13.4%	12.7%
Gender Expression	2.3%	2.3%	2.2%
Gender identity	7.2%	7.5%	5.8%
Marital status	7.4%	8.0%	8.4%
Place of origin	8.3%	8.3%	7.4%
Race	28.9%	25.2%	22.6%
Record of offences	0.8%	0.6%	1.0%
Sex (including pregnancy)	23.6%	22.7%	16.2%
Sexual Orientation	5.2%	5.0%	6.3%
Other	12.0%	13.9%	21.0%
Number of responses	3,629	3,734	3,688

*Note: This question was a multi-select question (meaning a respondent could choose more than one answer). As a result the percentages could add up to more than 100%.

Table #4: Was the issue(s) reported to a management representative or Workplace Discrimination and Harassment Prevention (WDHP) Advisor?
Was the issue(s) reported to a management representative or Workplace Discrimination and Harassment Prevention (WDHP) Advisor?	2018 Proportion	2017 Proportion	2014 Proportion
No	73.4%	71.4%	65.2%
Yes	26.7%	28.6%	34.8%
Number of responses	3,486	3,505	3,890

The following question was addressed to those who answered "Yes" to the question "Was the issue(s) reported to a management representative or Workplace Discrimination and Harassment Prevention (WDHP) Advisor?".

Table #5: Overall, I am satisfied with the way in which my Ministry or the OPS responded to the issue(s)
Overall, I am satisfied with the way in which my Ministry or the OPS responded to the issue(s)	Responses	Mean	Favourable
2018	902	1.9	12.6%
2017	985	1.8	10.2%
2014	1,328	1.9	12.4%

Part E: Workplace harassment

The next section asks about workplace harassment. Harassment does not have to be linked to a prohibited ground of discrimination under the Ontario Human Rights Code.

Table #1: In the past 12 months have you been the victim of harassment on the job?
In the past 12 months have you been the victim of harassment on the job?	(12 Months) 2018 Proportion	(*2 Years) 2017 Proportion	(*2 Years) 2014 Proportion
No	86.8%	85.2%	83.8%
Yes	13.2%	14.8%	16.2%
Number of responses	38,721	33,909	33,434

*Note: The time period in this questions has been reduced to 12 months from two years and results may no longer be comparable from year to year.

The following questions were addressed to those who answered "Yes" to the question "In the past twelve months have you been the victim of harassment on the job?".

Table #2: The harassment involved….
The harassment involved….*	2018 Proportion
Unwanted sexual solicitation or sexual advances.	7.4%
Unwelcome words or actions that are offensive, embarrassing, humiliating or demeaning.	88.6%
Other	15.8%
Number of responses	4,705

*Note: This question was a multi-select question (meaning a respondent could choose more than one answer). As a result the percentages could add up to more than 100%.

The following question was addressed to those who selected "Unwanted sexual solicitation or sexual advances" to the question "The harassment involved….".

Table #3: From whom did you experience unwanted sexual solicitation or sexual advances?
From whom did you experience unwanted sexual solicitation or sexual advances?*	2018 Proportion
Co-worker(s).	63.1%
Individual(s) from other government departments or agencies.	7.4%
Individual(s) from other OPS ministries or agencies.	6.0%
Individual(s) from whom I have a custodial responsibility. (e.g. inmates, offenders, patients, detainees, etc.)	29.8%
Individual(s) with authority over me.	33.0%
Individual(s) working for me.	1.8%
Members of the public. (individuals or organizations)	16.4%
Other	2.7%
Number of responses	336

*Note: This question was a multi-select question (meaning a respondent could choose more than one answer). As a result the percentages could add up to more than 100%.

The following questions were addressed to those who selected "Unwelcome words or actions that are offensive, embarrassing, humiliating or demeaning." to the question "The harassment involved….".

Table #4: How did you experience unwelcome words or actions that are offensive, embarrassing, humiliating or demeaning?
How did you experience unwelcome words or actions that are offensive, embarrassing, humiliating or demeaning?*	2018 Proportion
Insults, negative or derogatory remarks gestures or actions, rumours or gossip.	67.3%
Isolation and/or exclusion from work-related activities.	30.3%
Persistent, unwarranted criticism or belittling.	45.8%
Verbal or written aggression, abuse or bullying.	52.5%
Other	8.6%
Number of responses	4,071

*Note: This question was a multi-select question (meaning a respondent could choose more than one answer). As a result the percentages could add up to more than 100%.

Table #5: From whom did you experience unwelcome words or actions that are offensive, embarrassing, humiliating or demeaning?
From whom did you experience unwelcome words or actions that are offensive, embarrassing, humiliating or demeaning?*	2018 Proportion
Co-worker(s).	56.5%
Individual(s) from other government departments or agencies.	4.0%
Individual(s) from other OPS Ministries or agencies	4.1%
Individual(s) from whom I have a custodial responsibility. (e.g. inmates, offenders, patients, detainees, etc.)	8.2%
Individual(s) with authority over me.	50.5%
Individual(s) working for me.	4.7%
Members of the public. (individuals or organizations)	8.6%
Other	3.0%
Number of responses	4,050

*Note: This question was a multi-select question (meaning a respondent could choose more than one answer). As a result the percentages could add up to more than 100%.

Table #6: What were the unwelcome words or actions about?
What were the unwelcome words or actions about?*	2018 Proportion
Nature of employment	24.7%
No specific focus	8.2%
Voicing concerns or complaints	38.8%
Your accent	2.7%
Your age	12.4%
Your ancestry	3.4%
Your beliefs	7.3%
Your colour	4.0%
Your disability (mental or physical)	9.2%
Your education	6.8%
Your ethnic origin	4.5%
Your experience	25.3%
Your family status	6.5%
Your gender expression	0.9%
Your gender identity	1.5%
Your marital status	4.1%
Your occupation	17.0%
Your opinion(s)	38.8%
Your place of origin	2.2%
Your race	5.0%
Your religion (creed)	2.6%
Your sex	9.0%
Your sexual orientation	2.2%
Your skills	39.2%
Your style of work	45.2%
Your tenure	10.3%
Number of responses	3,793

*Note* This question was a multi-select question (meaning a respondent could choose more than one answer). As a result the percentages could add up to more than 100%.

The following questions were addressed to those who answered "Yes" to the question "In the past twelve months have you been the victim of harassment on the job?".

Table #7: Was the issue(s) reported to a management representative or Workplace Discrimination and Harassment Prevention (WDHP) Advisor?
Was the issue(s) reported to a management representative or Workplace Discrimination and Harassment Prevention (WDHP) Advisor?	2018 Proportion	2017 Proportion	2014 Proportion
No	61.6%	54.8%	54.3%
Yes	38.4%	45.3%	45.7%
Number of responses	4,453	4,396	4,796

Table #8: Overall, I am satisfied with the way in which my Ministry or the OPS responded to the issue(s)
Overall, I am satisfied with the way in which my Ministry or the OPS responded to the issue(s)	Responses	Mean	Favourable
2018	1,658	2.1	17.3%
2017	1,940	2.0	15.9%
2014	2,156	2.1	16.3%

Part F: Workplace violence

Workplace violence refers to using, trying to use, or threatening to use physical force that causes or could cause physical injury to a worker in a workplace.

Table #1: In the past 12 months have you been the victim of workplace violence?
In the past 12 months have you been the victim of workplace violence?	(12 Months) 2018 Proportion	(*2 Years) 2017 Proportion	(*2 Years) 2014 Proportion
No	96.8%	97.2%	97.2%
Yes	3.2%	2.8%	2.8%
Number of responses	40,413	35,632	34,871

*Note: The time period in this questions has been reduced to 12 months from two years and results may no longer be comparable from year to year.

The following questions were addressed to those who answered "Yes" to the question "In the past 12 months have you been the victim of workplace violence?".

Table #2: Thinking about your experience of workplace violence, from whom did you experience it?
Thinking about your experience of workplace violence, from whom did you experience it?*	2018 Proportion	2017 Proportion	2014 Proportion
Co-worker(s)	11.5%	18.6%	25.8%
Individual(s) for whom I have a custodial responsibility (e.g., inmates, offenders, patients, detainees)	65.9%	47.1%	35.3%
Individual(s) from other government departments or agencies	0.9%	0.7%	0.9%
Individual(s) from other OPS Ministries or agencies	0.8%	1.0%	1.4%
Individual(s) with authority over me	7.2%	10.8%	15.6%
Individual(s) working for me	2.1%	3.3%	4.5%
Members of the public (individuals or organizations)	18.4%	27.3%	28.5%
Other	5.8%	6.6%	9.9%
Number of responses	1,233	964	861

*Note: This question was a multi-select question (meaning a respondent could choose more than one answer). As a result the percentages could add up to more than 100%.

Table #3: What was the nature of the violence?
What was the nature of the violence?*	2018 Proportion	2017 Proportion	2014 Proportion
Attempt to use physical force	48.0%	44.3%	37.0%
Threat to use physical force	79.8%	77.8%	73.5%
Use of physical force	51.2%	45.3%	39.2%
Other	13.6%	17.4%	18.9%
Number of responses	1,198	934	815

*Note: This question was a multi-select question (meaning a respondent could choose more than one answer). As a result the percentages could add up to more than 100%.

Table #4: Was the issue(s) reported to management or a supervisor?
Was the issue(s) reported to management or a supervisor?	2018 Proportion	2017 Proportion	2014 Proportion
No	12.8%	34.6%	34.8%
Yes	87.2%	65.4%	65.2%
Number of responses	1,185	904	831

The following question was addressed to those who answered "Yes" to the question "Was the issue(s) reported to management or a supervisor?".

Table #5: Overall, I am satisfied with the way in which my Ministry or the OPS responded to the issue(s)
Overall, I am satisfied with the way in which my Ministry or the OPS responded to the issue(s)	Responses	Mean	Favourable
2018	1,015	2.3	21.5%
2017	585	2.3	21.2%
2014	541	2.2	20.7%

Part G: Workplace profile

Table #1: Classification
Are you a…(Classification)	2018 Proportion	2017 Proportion	2014 Proportion
Fixed-Term Employee (Unclassified)	14.0%	11.7%	9.2%
Other (not classified or unclassified)	1.2%	1.4%	1.7%
Regular Employee (Classified)	84.8%	86.9%	89.1%
Number of responses	39,660	35,297	35,715

Table #2: Employment Group
The Employment Group that you belong to is…	**2018 Proportion	**2017 Proportion	**2014 Proportion
A Bargaining Unit (OPSEU, AMAPCEO, OPPA, PEGO, ALOC, OCAA, AOPDPS, PSAT)	76.2%	78.2%	76.4%
Individual contributor / non-manager specialist excluded from a bargaining unit	5.9%	4.2%	4.2%
Manager or OPP Inspector or equivalent	11.0%	-	-
MCP Manager	-	7.9%	8.5%
Senior Management (i.e. SMG1 or equivalent and above)	-	4.5%	4.4%
Senior Management / Executive Class (i.e. Directors or equivalent and above)	2.8%	-	-
Other	4.2%	5.3%	6.5%
Number of responses	39,014	34,651	35,716

*Note: Due to the Management Job Evaluation Plan some levels of management have changed.

*Note: Cells with a dash (-) represent cases where either no historical data was found, or the minimum threshold of 10 or more responses was not met.

Table #3: Do you have staff reporting to you? (direct reports)
Do you have staff reporting to you? (direct reports)	2018 Proportion
No	82.7%
Yes	17.3%
Number of responses	39,500

The following question was addressed to those who answered "Yes" to the question "Do you have staff reporting to you? (direct reports)."

Table #4: I feel I have the support to manage employee performance effectively
I feel I have the support to manage employee performance effectively	Responses	Mean	Favourable
2018	6,808	3.8	69.9%

The following question was addressed to those who answered they belong to "A Bargaining Unit" in the question "The Employment Group that you belong to is…".

Table #5: Bargaining Unit
The Bargaining Unit you belong to is…	2018 Proportion	2017 Proportion
ALOC (Association of Law Officers of the Crown)	1.9%	1.5%
AMAPCEO (Association of Management, Administrative and Professional Crown Employees of Ontario)	30.3%	29.9%
AOPDPS (Ontario Physicians and Dentists in Public Service)	0.0%	0.0%
OCAA (Ontario Crown Attorneys' Association)	1.2%	1.2%
OPPA (Ontario Provincial Police Association)	5.5%	6.8%
OPSEU (Ontario Public Service Employees Union)	59.6%	59.0%
PEGO (Professional Engineers of Ontario)	1.1%	1.3%
PSAT (Provincial Schools Authority Teachers)	0.2%	0.2%
Other	0.2%	0.2%
Number of responses	28,876	26,358

Table #6: Type of Work
What type of work do you do? (Formerly Job Category)	2018 Proportion	2017 Proportion	2014 Proportion
Accounting & Finance	5.8%	6.1%	6.0%
Administrative Support / Clerical	13.5%	14.1%	15.9%
Communications & Marketing	3.3%	3.2%	3.1%
Consulting & Planning	2.5%	2.5%	3.5%
Corrections	8.9%	6.6%	6.1%
Customer & Client Services	8.8%	8.7%	8.5%
Education & Training	2.7%	2.9%	2.2%
Enforcement	7.1%	7.8%	8.3%
Health and Social Services	4.5%	4.1%	3.6%
Human Resources	2.7%	2.8%	2.4%
Information Technology	8.9%	9.4%	9.0%
Inspections & Investigations	2.8%	2.9%	2.6%
Land & Resources	3.5%	4.4%	3.3%
Legal Services	4.9%	4.9%	6.2%
Policy / Program Analysis & Planning	13.3%	12.7%	11.9%
Purchasing and Supply	0.6%	0.6%	0.7%
Science & Engineering	3.6%	3.9%	3.8%
Technical, Maintenance & Trades	2.7%	2.6%	2.9%
Number of responses	37,057	32,746	35,713

The following questions were addressed to those who answered they belong to "Senior Management or Executive Class" in the question "The Employment Group that you belong to is…".

Table #7: Senior Management Level
Senior Management Level*	2018 Proportion	2017 Proportion	2014 Proportion
Assistant Deputy Minister, Associate Deputy Minister, OPP Provincial Commander or equivalent position	20.4%	12.6%	11.4%
Deputy Minister, OPP Commissioner or equivalent	3.3%	1.0%	0.8%
Director, OPP Superintendent, OPP Chief Superintendent or equivalent position	76.3%	38.4%	34.9%
Senior Manager occupying an SMG1 or ITX1 position	-	48.1%	52.9%
Number of responses	997	1,465	1,351

*Note: Due to the Management Job Evaluation Plan some levels of management have changed.

*Note: Cells with a dash (-) represent cases where either no historical data was found, or the minimum threshold of 10 or more responses was not met.

Table #8: How long have you been in the Senior Management Group?
How long have you been in the Senior Management Group?	2018	2017	2014
<1 year	13.9%	14.6%	9.9%
1-4 years	33.8%	30.4%	26.5%
5-9 years	21.0%	27.2%	33.1%
10-15 years	16.0%	16.0%	17.5%
16-20 years	7.1%	7.3%	5.3%
>20 years	8.2%	4.6%	7.7%
Number of responses	1,052	1,517	1,450

Table #9: Is your position officially designated as bilingual (French/English)?
Is your position officially designated as bilingual (French/English)?	2018 Proportion
No	94.7%
Yes	5.3%
Number of responses	39,754

Table #10: Workplace Location
Where are you located?	2018 Proportion	2017 Proportion	2014 Proportion
Central Region (Toronto, York, Durham, Halton, etc.)	60.2%	60.0%	58.5%
East Region (Ottawa, Frontenac, Peterborough, Hastings, etc.)	12.3%	12.1%	12.3%
North Region (Thunder Bay, Algoma, Nipissing, Cochrane, etc.)	12.2%	12.5%	13.1%
West Region (Dufferin, Hamilton, Waterloo, Middlesex, etc.)	15.3%	15.5%	16.0%
Number of responses	39,684	34,726	35,717

Table #11: Tenure
Tenure	2018 Proportion	2017 Proportion	2014 Proportion
<1 year	7.7%	7.3%	4.9%
1-4 years	21.0%	17.8%	13.6%
5-9 years	16.9%	19.2%	23.7%
10-15 years	21.8%	22.1%	23.8%
16-20 years	14.4%	13.5%	6.7%
>20 years	18.3%	20.2%	27.3%
Number of responses	39,358	34,844	34,641

Table #12: Did you apply for other jobs in the OPS in the past 12 months?
Did you apply for other jobs in the OPS in the past 12 months?	(12 Months) 2018 Proportion	(*3 Years) 2017 Proportion	(*3 Years) 2014 Proportion
No	58.5%	43.8%	48.0%
Yes	41.5%	56.2%	52.0%
Number of responses	39,809	34,954	34,243

*Note: The time period in this questions has been reduced to 12 months from three years and results may no longer be comparable from year to year.

The following questions were addressed to those who answered they belong to "Yes" in the question "Did you apply for other jobs in the OPS in the past 12 months?".

Table #13: What was the reason for applying for other jobs?
What was the reason for applying for other jobs?*	2018 Proportion	2017 Proportion	2014 Proportion
Advance my career	69.2%	62.3%	57.1%
Have a better supervisor	10.0%	10.9%	8.1%
Have more compatible colleagues	2.0%	1.9%	1.4%
Have more interesting work	17.5%	21.4%	19.7%
It was just time for a change	11.4%	11.6%	11.6%
Professional Development	25.1%	23.9%	26.1%
Reduce stress	10.7%	9.8%	8.1%
Other reasons	14.8%	14.1%	18.7%
Number of responses	16,271	10,217	9,211

*Note: This question was a multi-select question (meaning a respondent could choose more than one answer). As a result the percentages could add up to more than 100%.

Table #14: Were you offered a job?
Were you offered a job?	2018 Proportion	2017 Proportion	2014 Proportion
No	65.0%	49.2%	57.7%
Yes	35.0%	50.8%	42.3%
Number of responses	15,177	18,894	16,868

Table #15: How many times have you changed jobs within the OPS in the past 12 months?
How many times have you changed jobs within the OPS in the past 12 months?	(12 Months) 2018 Proportion	(*3 Years) 2017 Proportion	(*3 Years) 2014 Proportion
No job changes	76.9%	60.1%	65.1%
Once	17.6%	22.9%	21.9%
Twice	4.0%	11.1%	8.7%
Three times or more	1.6%	5.9%	4.3%
Number of responses	39,783	34,992	34,374

*Note: The time period in this questions has been reduced to 12 months from three years and results may no longer be comparable from year to year.

The following questions were addressed to those who indicated they changed jobs within the OPS in the past twelve months.

Table #16: Did you initiate your most recent job change?
Did you initiate your most recent job change?	2018 Proportion	2017 Proportion	2014 Proportion
No	27.3%	24.0%	21.5%
Yes	72.7%	76.0%	78.5%
Number of responses	8,859	13,542	12,008

Table #17: Do you consider any of the job changes in the last 12 months a promotion?
Do you consider any of the job changes in the last 12 months a promotion?	(12 Months) 2018 Proportion	(*3 Years) 2017 Proportion	(*3 Years) 2014 Proportion
No	38.0%	37.3%	42.2%
Yes	62.0%	62.7%	57.8%
Number of responses	8,904	13,543	11,661

*Note: The time period in this questions has been reduced to 12 months from three years and results may no longer be comparable from year to year.

Table #18: Overall, I was satisfied with the orientation I received for this job.
Overall, I was satisfied with the orientation I received for this job.	Responses	Mean	Favourable
2018	8,921	3.4	52.7%
2017	13,604	3.4	50.9%
2014	11,660	3.3	48.1%

Part H: Flexible work arrangements

"Flexible work" or "alternate work arrangements" encompass a variety of arrangements that support choices in when, where and how people work. Flexible work is an overarching term that refers to a variety of working arrangements such as staggered work hours, compressed work week, telework (working from alternate locations or from home) and pre-retirement part-time employment (Note: This is separate from an employment accommodation requirement).

Table #1: My workplace supports flexible work arrangements
My workplace supports flexible work arrangements	Responses	Mean	Favourable
2018	39,631	3.6	59.1%
2017	34,749	3.5	56.1%
2014	34,530	3.4	53.2%

Table #2: Are you currently on a flexible work arrangement?
Are you currently on a flexible work arrangement?	2018 Proportion	2017 Proportion	2014 Proportion
No	62.8%	66.9%	72.3%
Yes	37.2%	33.1%	27.7%
Number of responses	37,931	33,452	33,945

The following questions were addressed to those who answered "Yes" to the question "Are you currently on a flexible work arrangement?".

Table #3: Do you have a formalized (flexible work arrangement) agreement in place?
Do you have a formalized (flexible work arrangement) agreement in place?	2018 Proportion	2017 Proportion	2014 Proportion
No	23.1%	23.2%	23.6%
Yes	76.9%	76.8%	76.4%
Number of responses	13,618	10,724	8,997

The following question was addressed to those who answered "Yes" to the question "Do you have a formalized (flexible work arrangement) agreement in place?".

Table #4: Please indicate the type of arrangement that you have
Please indicate the type of arrangement that you have*	2018 Proportion	2017 Proportion	2014 Proportion
Compressed work week	72.0%	76.4%	67.0%
Flexible/staggered hours	13.5%	12.9%	25.0%
Job sharing	0.7%	0.5%	1.2%
Pre-retirement part-time employment	0.8%	0.8%	0.9%
Telework	22.7%	16.9%	10.2%
Other	3.6%	3.7%	7.0%
Number of responses	10,335	8,128	9,062

*Note: This question was a multi-select question (meaning a respondent could choose more than one answer). As a result the percentages could add up to more than 100%.

The following question was addressed to those who answered "No" to the question "Are you currently on a flexible work arrangement?".

Table #5: Please indicate the reason that you aren’t on a flexible work arrangement.
Please indicate the reason that you aren’t on a flexible work arrangement.*	2018 Proportion	2017 Proportion	2014 Proportion
Not available in my workplace	28.7%	29.3%	30.0%
Not aware if available in my workplace	19.0%	20.7%	18.6%
Not interested in one	30.6%	29.2%	32.2%
Requested, but not approved	7.1%	7.6%	8.0%
Other	23.3%	21.8%	19.4%
Number of responses	21,650	20,560	22,290

*Note: This question was a multi-select question (meaning a respondent could choose more than one answer). As a result the percentages could add up to more than 100%.

Part I: Learning and development

Table #1: Performance Appraisal: Do you have a written Performance and Learning Plan?
Performance Appraisal: Do you have a written Performance and Learning Plan?	2018 Proportion	2017 Proportion	2014 Proportion
No	17.6%	18.4%	13.8%
Yes	82.4%	81.6%	86.2%
Number of responses	39,703	34,984	34,145

Table #2: Performance Appraisal: Have you had a formal performance assessment in the past 12 months?
Performance Appraisal: Have you had a formal performance assessment in the past 12 months?	2018 Proportion	2017 Proportion	2014 Proportion
No	25.0%	26.0%	20.8%
Yes	75.0%	74.0%	79.2%
Number of responses	39,396	34,626	35,042

Table #3: Performance Appraisal: Do you have an up-to-date written Learning Plan?
Performance Appraisal: Do you have an up-to-date written Learning Plan?	2018 Proportion
No	33.0%
Yes	67.0%
Number of responses	38,946

Table #4: Performance Appraisal: Have you discussed your Learning Plan with your manager in the past 12 months?
Performance Appraisal: Have you discussed your Learning Plan with your manager in the past 12 months?	2018 Proportion
No	31.7%
Yes	68.3%
Number of responses	38,673

Part J: Recognition

Table #1: Receiving recognition for my individual job performance is important to me.
Receiving recognition for my individual job performance is important to me.	Responses	Mean	Favourable
2018	41,121	4.0	73.5%

Table #2: Receiving recognition for my team/work unit performance is important to me.
Receiving recognition for my team/work unit performance is important to me.	Responses	Mean	Favourable
2018	40,859	4.2	80.5%

Table #3: My Ministry does a good job formally recognizing its employees.
My Ministry does a good job formally recognizing its employees.	Responses	Mean	Favourable
2018	40,384	3.1	40.1%
2017	35,456	3.1	41.1%
2014	35,186	3.0	38.3%

Table #4: What would you like to be recognized for?
What would you like to be recognized for?*	2018 Proportion
Collaboration or support of team effort	34.3%
Commitment to public service	18.2%
Consistently doing a good job	54.0%
Excellence in client / customer service	31.8%
Improving safety in the workplace environment	4.6%
Improving the workplace culture and / or morale	21.2%
Innovative ideas or processes	29.3%
Length of service in the OPS	11.8%
Positive leadership (e.g. team-building, responsible risk-taking, promoting inclusion, promoting diversity, etc.)	34.8%
Taking on extra responsibilities or special projects	32.5%
Volunteering	4.4%
Other	3.8%
Number of responses	36,853

*Note: This question was a multi-select question (meaning a respondent could choose more than one answer). As a result the percentages could add up to more than 100%.

Table #5: Recognition is most meaningful when it comes from my…
Recognition is most meaningful when it comes from my…	2018 Proportion
My manager / supervisor / team lead	42.4%
My peers	17.2%
My staff	4.5%
Senior leadership (e.g. Director, or equivalent and above)	30.7%
Other	5.2%
Number of responses	38,817

Table #6: How would you like to be recognized?
How would you like to be recognized?*	2018 Proportion
Branch / unit celebration	14.2%
Certificate / award mailed to you	12.1%
Developmental assignment	26.4%
Divisional award ceremony or event	6.3%
Gift (modest item with no significant commercial value)	5.9%
Immediate feedback	37.3%
Learning opportunity	29.8%
Ministry award ceremony or event	7.9%
OPS-wide award ceremony or event	3.0%
Personal written acknowledgement (e.g. email, thank-you note)	42.6%
Profiled in corporate communications (e.g. OPS Weekly, ministry intranet)	6.0%
Verbal thank you	42.0%
Other	6.4%
Number of responses	37,457

*Note: This question was a multi-select question (meaning a respondent could choose more than one answer). As a result the percentages could add up to more than 100%.

Part K: Demographic profile

Table #1: What is your age…
What is your age…	2018 Proportion	2017 Proportion	2014 Proportion
<20	0.0%	0.0%	0.0%
20-24	2.8%	2.4%	1.4%
25-29	10.0%	8.6%	6.9%
30-34	11.8%	10.9%	10.1%
35-39	13.0%	13.1%	12.6%
40-44	14.1%	14.1%	13.5%
45-49	14.0%	14.5%	16.1%
50-54	15.7%	17.8%	19.4%
55-59	12.8%	13.3%	13.5%
60-64	4.7%	4.5%	5.3%
65+	1.1%	1.0%	1.2%
Number of responses	36,936	32,952	32,531

Table #2: What is the highest level of formal education you have completed?
What is the highest level of formal education you have completed?	2018 Proportion	2017 Proportion	2014 Proportion
Grade/elementary school	0.1%	0.1%	0.1%
High school graduate	3.9%	4.4%	6.1%
Post-graduate or higher	27.0%	26.4%	23.6%
Some high school	0.2%	0.3%	0.4%
Some university	6.2%	7.0%	8.1%
Some vocational, technical college, or CEGEP	5.8%	5.6%	6.4%
University graduate	36.8%	36.2%	34.3%
Vocational, technical college, or CEGEP graduate	20.0%	20.1%	21.1%
Number of responses	38,435	34,329	33,170

Table #3: What is your gender identity?
What is your gender identity?*	2018 Proportion	2017 Proportion	*2014 Proportion
Man	39.5%	39.4%	40.3%
Trans	0.1%	0.1%	0.1%
Two-Spirited	0.1%	0.1%	-
Woman	60.1%	60.2%	59.6%
I don't identify with the above	0.3%	0.2%	-
Number of responses	37,567	33,601	32,781

*Note: This question was a multi-select question (meaning a respondent could choose more than one answer). As a result the percentages could add up to more than 100%.

*Note: Cells with a dash (-) represent cases where either no historical data was found, or the minimum threshold of 10 or more responses was not met.

Table #4: What is your sexual orientation?
What is your sexual orientation?	**2018 Proportion	**2017 Proportion	**2014 Proportion
Asexual	4.9%	4.9%	-
Bisexual	1.9%	1.6%	1.0%
Gay	1.9%	1.8%	1.7%
I don't identify with the above	1.8%	1.0%	-
Lesbian	1.1%	1.0%	1.0%
Questioning	0.3%	0.3%	0.2%
Straight or Heterosexual	88.2%	89.3%	95.9%
*Two-Spirited	-	-	0.2%
Number of responses	34,504	30,493	29,165

*Note: In 2017 two-spirited was moved to gender identity (in 2014, Asexual and I don't identify with the above was not an option).

*Note: Cells with a dash (-) represent cases where either no historical data was found, or the minimum threshold of 10 or more responses was not met.

Table #5: For whom do you provide dependent care - excluding volunteer work?
For whom do you provide dependent care - excluding volunteer work?*	**2018 Proportion	**2017 Proportion	**2014 Proportion
An immediate family member (other than child or elder indicated)	11.3%	6.0%	6.6%
Children (regardless of age)	50.9%	52.8%	54.3%
Dependents with special needs	3.3%	2.7%	2.8%
Elders	16.8%	17.2%	18.0%
Friend (other than child or elder indicated above)	1.3%	0.9%	1.1%
No dependent care responsibilities	24.9%	36.6%	35.2%
Pets	31.8%	-	-
Other	-	1.2%	1.3%
Number of responses	36,980	32,871	31,849

*Note: This question was a multi-select question (meaning a respondent could choose more than one answer). As a result the percentages could add up to more than 100%.

*Note: Cells with a dash (-) represent cases where either no historical data was found, or the minimum threshold of 10 or more responses was not met.

Table #6: Are you a Francophone?
Are you a Francophone?	2018 Proportion	2017 Proportion	2014 Proportion
No	92.9%	92.6%	92.2%
Yes	7.1%	7.4%	7.8%
Number of responses	39,565	34,885	33,498

Table #7: Are you an Indigenous person?
Are you an Indigenous person?*	2018 Proportion
No	97.4%
Yes	2.6%
Number of responses	38,848

*Note: This question was reframed in 2018. As a result it is no longer comparable to previous years' results.

The following question was addressed to those who answered "Yes" to the question "Are you an Indigenous person?".

Table #8: Are you First Nation, Métis or Inuk?
Are you First Nation, Métis or Inuk?*	2018 Proportion
First Nations	53.7%
Inuk	0.5%
Métis	47.2%
Number of responses	939

*Note: This question was a multi-select question (meaning a respondent could choose more than one answer). As a result the percentages could add up to more than 100%.

Table #9: Which race category best describes you?
Which race category best describes you?*	2018 Proportion
Black (African, Afro-Caribbean descent/African-Canadian)	5.4%
East/Southeast Asian (Chinese, Korean, Japanese, Filipino, Vietnamese, Cambodian, Indonesian and other southeast Asian descent)	7.9%
Indigenous (First Nations, Métis and/or Inuk descent)	2.6%
Latino (Latin American or Hispanic descent)	1.4%
Middle Eastern (Arab, Persian, and/or West Asian descent, e.g. Afghan, Egyptian, Iranian, Lebanese, Turkish, Kurdish, etc.)	1.8%
South Asian (Indian Subcontinent descent, e.g. East Indian, Pakistani, Bangladeshi, Sri Lankan, Indo-Caribbean, etc.)	7.5%
White (European descent)	74.2%
Another race category (please specify)	2.8%
Number of responses	35,603

*Note: This question was a multi-select question (meaning a respondent could choose more than one answer). As a result the percentages could add up to more than 100%.

*Note: Race categories have been modified according OPS race data standards.

Racialized

In our society, people are often described by their race or racial background. For example, some people are considered “White”, “Black” or “East/Southeast Asian” etc… “Racialized” is a calculated measure based on responses to the race category question.

Table #10: Racialized
Racialized	2018 Proportion
No	75.1%
Yes	22.8%
Unknown	2.1%
Number of responses	35,603

Part L: Accommodations - Persons with disabilities

Disability includes physical, mental, and learning disabilities, mental disorders, hearing or vision disabilities, drug and alcohol dependencies, environmental sensitivities, as well as other conditions.

Table #1: Do you have a disability?
Do you have a disability?	2018 Proportion	2017 Proportion	2014 Proportion
No	87.9%	86.0%	87.0%
Yes	12.1%	14.0%	13.0%
Number of responses	38,528	34,229	32,763

The following questions were addressed to those who answered "Yes" to the question "Do you have a disability?".

Table #2: Which of the following disabilities do you have?
Which of the following disabilities do you have?*	2018 Proportion
Hearing: deafness or hearing impairment which is not readily subject to correction through a hearing aid.	15.8%
Learning: includes dyslexia and other learning disabilities due to any cause.	14.7%
Mental Health: includes but is not limited to disorders such as bipolar disorder, major depression, schizophrenia.	42.3%
Mobility / Dexterity: due to any cause including paralysis, amputation or disease, and requiring the use of a wheelchair or other device, or which significantly limits your ability to walk or manipulate objects.	14.9%
Speech: limited in the ability to speak and be understood from any causes.	1.7%
Visual / Sight: blindness or other impairment which is not readily subject to correction through glasses or contact lenses and requires job accommodation.	7.0%
Other	25.5%
Number of responses	3,878

*Note: This question was a multi-select question (meaning a respondent could choose more than one answer). As a result the percentages could add up to more than 100%.

Table #3: Do you require accommodation(s) for your disability in order to perform your job?
Do you require accommodation(s) for your disability in order to perform your job?	2018 Proportion	2017 Proportion	2014 Proportion
No	57.9%	59.6%	61.0%
Yes	42.1%	40.4%	39.0%
Number of responses	4,098	4,337	3,927

The following question was addressed to those who answered "Yes" to the question "Do you require accommodation(s) for your disability in order to perform your job?".

Table #4: Did you request the accommodation(s) you need to perform your job?
Did you request the accommodation(s) you need to perform your job?	2018 Proportion	2017 Proportion	2014 Proportion
No	14.1%	12.6%	13.3%
Yes	85.9%	87.4%	86.7%
Number of responses	1,699	1,712	1,487

The following questions were addressed to those who answered "Yes" to the question "Did you request the accommodation(s) you need to perform your job?".

Table #5: When you requested the accommodation(s), did you identify it was for a disability?
When you requested the accommodation(s), did you identify it was for a disability?	2018 Proportion
No	8.9%
Yes	91.1%
Number of responses	1,428

Table #6: Have you been provided with the accommodation(s) you require to perform your job?
Have you been provided with the accommodation(s) you require to perform your job?	2018 Proportion	2017 Proportion	2014 Proportion
No	19.6%	21.6%	21.0%
Yes	80.4%	78.4%	79.0%
Number of responses	1,370	1,377	1,173

The following question was addressed to those who answered "No" to the question "Did you request the accommodation(s) you need to perform your job?".

Table #7: Why didn't you request the accommodation(s) you would need to perform your job?
Why didn't you request the accommodation(s) you would need to perform your job?*	2018 Proportion
Concern about cost	9.9%
Concern about privacy or confidentiality	43.8%
Concern about stigma	59.2%
Concern about the impact on my career progression	55.8%
Concern that my request would not be granted	33.5%
Concern the process is too cumbersome	25.8%
Did not know I could ask	14.2%
Other	20.6%
Uncertainty about outcomes	38.6%
Number of responses	233

*Note: This question was a multi-select question (meaning a respondent could choose more than one answer). As a result the percentages could add up to more than 100%.

The following question was addressed to those who answered "Yes" to the question "Have you been provided with the accommodation(s) you require to perform your job?".

Table #8: The accommodation(s) I received allows me to perform my job.
The accommodation(s) I received allows me to perform my job.	Responses	Mean	Favourable
2018	1,097	4.2	78.3%

The following question was addressed to those who answered "No" to the question "Have you been provided with the accommodation(s) you require to perform your job?".

Table #9: What reason were you provided for not being granted the accommodation(s)?
What reason were you provided for not being granted the accommodation(s)?*	2018 Proportion
Alternative accommodation was offered, but rejected.	4.5%
Insufficient documentation (medical documentation inadequate).	7.4%
No reason provided.	38.3%
Providing accommodation would cause undue hardship.	4.1%
Threat to health and safety.	1.7%
Other	56.8%
Number of responses	244

*Note: This question was a multi-select question (meaning a respondent could choose more than one answer). As a result the percentages could add up to more than 100%.

Part M: Communicating results

Table #1: I am confident that the results of the survey will be addressed.
I am confident that the results of the survey will be addressed.	Responses	Mean	Favourable
2018	40,647	3.1	37.9%
2017	35,377	3.1	36.2%
2014	35,044	2.9	30.1%

Part N: Response rates

Table #1: Response rates
Response rates	OPS	Highest Ministry scores	Lowest Ministry scores
2018	61.3%	91.9%	40.4%
2017	56.7%	85.4%	33.3%
2014	57.5%	83.1%	33.1%

Contact information

Office of the Public Service Commission (OPSC)
Treasury Board Secretariat

315 Front Street West
2^nd floor
Toronto, ON
M7A 0B8

Updated: December 06, 2022

Published: December 18, 2018