Employment Equity in the Office of the Auditor General of Canada—Annual Report 2015–16
Employment Equity in the Office of the Auditor General of Canada—Annual Report 2015–16
Introduction
This annual report on employment equity in the Office of the Auditor General of Canada (the Office) outlines the state of employment equity representation for the 2015–16 fiscal year.
Employment Equity Environment
Enabling legislation
The Office of the Auditor General of Canada has a legislative basis in the Auditor General Act, the Financial Administration Act, and a number of other statutes. The Auditor General’s powers are set forth in legislation passed by Parliament.
Independence from government
The Office differs from government departments and agencies through its independence from the government of the day and its reporting relationship to Parliament. The Office’s independence is assured by a broad legislative mandate, exemptions from certain controls over the Office’s budget and human resource management, and a 10-year non-renewable term for the Auditor General.
Application of the Employment Equity Act
The Office of the Auditor General of Canada is governed by the Employment Equity Act, in accordance with subsection 4(1)(c).
Work
The Office audits federal government operations and provides Parliament with independent information, advice, and assurance regarding the federal government’s stewardship of public funds. While the Office may comment on policy implementation in an audit, it does not comment on the merits of the policy itself.
The Office is in the business of legislative auditing and conducts
- performance audits of federal departments and agencies,
- annual financial audits of the government’s financial statements, and
- special examinations and annual financial audits of Crown corporations.
The Office also audits the governments of Nunavut, Yukon, and the Northwest Territories, and reports directly to their respective legislative assemblies.
Since 1995, the Office has also had a specific environment and sustainable development mandate, established through amendments to the Auditor General Act.
The Office’s audit findings—which include good practices, areas requiring attention, and recommendations for improvement—are reported to Parliament. The Auditor General’s reports may be reviewed by parliamentary committees, which conduct hearings and make recommendations for action. Legislative assemblies provide the same oversight in the territories. The government has the opportunity to respond to the findings and may implement recommended changes.
The Office participates in international activities, organizations, and events that impact its legislative audit work. By collaborating with organizations and audit offices both elsewhere in Canada and across the world, the Office strengthens its legislative audit practice and contributes to the development of auditing standards.
Employees
The Office employs 563 people between its head office in Ottawa and four regional offices in Vancouver, Edmonton, Montréal, and Halifax.
The Office’s audit professionals are highly qualified in their fields and bring a rich mix of academic disciplines and experience to their work. They include accountants, engineers, lawyers, management experts, information technology professionals, environmental specialists, economists, historians, and sociologists. All audit staff have a graduate degree, or a bachelor’s degree and professional designation. Many have additional credentials.
Auditors are organized into teams that are assigned to audits of specific departments, agencies, or Crown corporations, and audits of Canada’s three territories. The auditors are supported in their work by specialists in law, professional practices, international relations, information technology, knowledge management, human resources, financial management, communications, and parliamentary liaison.
The Office has a specialized workforce, with 81.2 percent of employees (457 of 563) in the middle management and audit professional categories.
Work environment
The Office is committed to providing a work environment in which all are treated with dignity and respect, and all are supported as they work towards their full career potential. The Office encourages open and honest communication to create a climate of trust and teamwork. It values each other’s talent and diversity, and supports learning and quality-of-life endeavours.
Office employees are expected to demonstrate personal integrity and ethics, and to adhere to Office values, standards, and codes of conduct.
People-management competencies and behaviours are evaluated during recruitment and annual performance appraisals.
Structure
The Assistant Auditor General of Corporate Services, who is a member of the Executive Committee, serves as Employment Equity Champion and works to raise the profile of employment equity and diversity issues in the Office.
The Office has an active Diversity Committee, with subcommittees that represent four designated groups, to promote awareness and understanding of employment equity and diversity issues in the workplace.
The Chair of the Diversity Committee reports directly to the Assistant Auditor General of Corporate Services on any employment equity issues of note arising through the Committee. The Chair provides input on all policies and issues that may affect employment equity.
Employment Equity Implementation
Implementation of legislation
The Office implements the requirements of the legislation by completing a self-identification survey. The Office then conducts a workforce analysis to determine the degree of representation of members of designated groups in each occupational group. This analysis is conducted annually, and the results (as of 31 March 2016) are presented in this report.
Employment equity records
The Office has procedures in place to maintain orderly and accurate employment equity records. All new employees are asked to complete a self-identification questionnaire before their first day at the Office, and notices are sent to remind all employees of their right to self-identify at any time.
The Office’s INTRAnet provides employees with easy access to current employment equity information.
In 2015, the Canadian Human Rights Commission conducted its triennial employment equity compliance audit of the Office of the Auditor General of Canada. The audit found that the Office’s employment equity results for women and Aboriginal peoples have remained very good. The audit also found that persons in a visible minority group were slightly better represented, but the representation of persons with disabilities had declined and required attention. The Office agrees with the Commission’s audit that some additional progress is required in some areas. The Office will continue to be proactive in seeking out candidates from the designated groups.
Recruitment
Recruitment is no longer limited due to the Strategic and Operating Review. In fact, 55 employees joined the Office in the 2015–16 fiscal year. Most of these employees were members of at least one of the four designated groups.
Activities and events
The Office carried out activities throughout the year to promote a corporate environment that supports employment equity values and ideals. The following event was held in the 2015–16 fiscal year:
- International Fellows Fair, in support of the International Fellows Program
In addition, the Office continued to actively support awareness and fundraising campaigns for causes that affect members of designated groups (for example, Run for the Cure).
The Office promotes respect in the workplace through new employee on-boarding as well as ongoing in-house training programs. The following courses are offered to all managers and staff:
- Diversity and Respect in the Workplace
- Creating a Respectful Environment
- Working in Teams
- Culture and Its Effect on Communication
- Cultures and Communication
- Communicating Across Cultures
- Improving Communications in Cross-Cultural Relationships
- Communicating with a Cross-Cultural Audience
The Office also engaged a consultant to provide cultural awareness training to employees new to the Office’s Northern team, so that they may better understand the community in which they work.
Talent management
The number of forecasted retirements is monitored annually to ensure that members of designated groups are considered in succession planning. In the 2015–16 fiscal year, a talent management program was introduced at the Office. This program is one of a number of human resource processes designed to attract, develop, motivate, and retain engaged employees. The goal is to create a high-performance, sustainable organization that meets its strategic and operational goals.
Over time, these sustained efforts have resulted in opportunities for higher numbers of designated group members to be promoted. This is most evident for women and persons in a visible minority group, who were well represented in various promotional opportunities in the 2015–16 fiscal year (Table 9).
Employment Equity Plan
The Office’s employment equity plan includes activities and initiatives intended to increase awareness of equity and diversity issues and to improve opportunities in the workplace for all employees.
When the Office became subject to the Employment Equity Act, the Employment Equity Committee, now called the Diversity Committee, was formed. The Committee’s objective is to promote the Office’s employment equity activities while increasing awareness of equity and diversity issues, and enhancing employment and promotion opportunities for all groups.
In accordance with the requirements in section 10 of the Employment Equity Act, the Office maintains an employment equity plan. The plan covers a three-year period and includes specific goals for improved representation. The Triennial Employment Equity Plan 2013–2016 reports on activities carried out to comply with the legislation, presents the Office’s strategy for enhancing and maintaining representation across occupational groups and levels, and highlights the Office’s efforts to sustain an inclusive and respectful workplace.
Communication and consultation
Ongoing communication is a critical factor in the success of the Office’s employment equity program. The Office undertakes a number of communication activities to support equity and diversity programs. The Office
- offers a range of equity- and diversity-related courses to employees annually;
- posts equity- and diversity-related communication materials to areas within the Office where employees gather;
- makes information on the Employment Equity Act and related organizational plans and policies available on its INTRAnet site;
- keeps employees informed of the Office’s progress on achieving representation objectives;
- keeps employees, management, and employee representative groups engaged in meaningful dialogue to help address recruitment challenges;
- reaches out to and partners with educational institutions and professional associations to assist the Office in achieving its goals; and
- consults with union–management committees before finalizing policies and plans, such as the Triennial Employment Equity Plan.
Numerical goals
Employment equity is an important underlying value of the Office of the Auditor General of Canada. The Office is committed to ensuring equal opportunity in its workplace for all employees.
The Office strives for 100 percent representation of workforce availability for each of the designated groups. The success of the Office’s efforts is monitored by the Employment Equity Champion and is reported annually in the Departmental Performance Report.
Employment Equity Numbers
The Office’s employment equity numbers are prepared according to the National Occupational Classification (NOC) system, which was developed by Employment and Social Development Canada (Exhibit 1). This system comprises 14 employment equity occupational groups (EEOGs)—as defined in Schedule II of the Employment Equity Regulations—and 520 NOC unit groups.
Exhibit 1—Classification of Office employees under the National Occupational Classification
| Employment Equity Occupational Group (EEOG) | Major National Occupation Classification (NOC) unit group |
|---|---|
|
1 – Senior managers 2 – Middle and other managers 3 – Professionals 4 – Semi-professionals and technicians 5 – Supervisors 7 – Administrative and senior clerical personnel 10 – Clerical personnel |
0012 – Senior managers 0414 – Other managers 1111 – Auditors 1221 – Administrative officers 1441 – General office support workers |
Classifying employees under this system shows that the Office has a very specialized workforce:
- The 563 employees in the Office fall into 7 of the 14 EEOGs.
- Most of the Office’s employees (81.2 percent) are concentrated in 2 EEOGs—professionals and middle and other managers (Exhibit 2).
Exhibit 2—Distribution of employees by Employment Equity Occupational Group (EEOG)
Exhibit 2—text version
Exhibit 2 is a pie chart showing the distribution of employees in the Office of the Auditor General, according to major occupational groups.
The chart indicates that 10.1 percent of the Office’s employees are clerical personnel and 2.0 percent of employees are senior managers. Middle and other managers make up 24.5 percent, and 56.7 percent are professionals. Another 6.8 percent of employees fall into the “all others” category.
Shaded sections of the pie chart indicate that the majority of the employees—81.2 percent—are concentrated into two groups, middle and other managers and professionals.
Representation in designated groups—highlights
The Office compared its representation in each designated group with the most recent workforce availability figuresFootnote 1, provided by Employment and Social Development Canada in the Employment Equity Data Report. The Office used national figures for this comparison in most areas, with the exception of the administrative and senior clerical personnel category and the clerical personnel category, for which the Office used data from the National Capital Region.
Women
As of 31 March 2016, women represented 62.5 percent of the Office’s workforce, which is above the workforce availability of 51.4 percent (Table 4). Women are well represented in all EEOGs, and in all but the lowest salary band, of which there is no employee representation (Table 11).
Aboriginal peoples
The Office’s representation of Aboriginal employees during the reporting period was 2.3 percent, which is in line with the workforce availability of 2.5 percent (Table 5). In other words, the Office had 13 Aboriginal employees, just 1 short of its goal of 14. The Office is monitoring these numbers and is looking to develop a strategy to increase representation of Aboriginal employees.
Persons with disabilities
The Office’s overall representation of persons with disabilities during the reporting period was 3.4 percent, which is below the workforce availability of 4.3 percent (Table 6). In other words, the Office had 19 persons with disabilities, or 5 short of its goal of 24. The Office recognizes that its overall representation of persons with disabilities is an area for improvement, and it has begun addressing the issue with activities outlined in the draft Triennial Employment Equity Plan 2017–2020.
Persons in a visible minority group
The Office’s overall representation of persons in a visible minority group was 14.6 percent, which is below the workforce availability of 17.4 percent (Table 7).
In the 2015–16 fiscal year, 29.1 percent of the Office’s new hires were in the persons in a visible minority group. As a result, the representation of workforce availability for persons in this group in all occupations was 83.5 percent, up from 70.8 percent in the previous reporting period. The Office recognizes that this is also an area for improvement and is addressing the issue with activities outlined in the draft Triennial Employment Equity Plan 2017–2020. The Office will continue to monitor these numbers to ensure that it continues to improve its overall representation for this group.
Representation in hires, promotions, and separations
This annual report includes an analysis of the number of employees from each designated group who were hired, were promoted, or left the Office.
Hires
In the past year, 55 people joined the Office (Table 8). Of these new hires, 42 were from at least one designated group. More specifically,
- 34 of the people hired were women (61.8 percent),
- 16 were persons in a visible minority group (29.1 percent),
- 3 were persons with disabilities (5.5 percent), and
- 2 were persons in the Aboriginal peoples’ group (3.6 percent).
Promotions
In the past year, 54 employees were promoted (Table 9). Of these promotions, 44 employees were from at least one designated group. More specifically,
- 35 of the people promoted were women (64.8 percent),
- 8 were persons in a visible minority group (14.8 percent), and
- 1 was a person with a disability (1.9 percent).
Separations
During the reporting period, 57 employees left the Office (Table 10). Of those who left, 53 employees were from at least one designated group. More specifically,
- 39 of the people who left were women (an attrition rate of 11.4 percent),
- 5 were Aboriginal persons (an attrition rate of 35.7 percent),
- 2 were persons with disabilities (an attrition rate of 8.7 percent), and
- 7 were persons in a visible minority group (an attrition rate of 10.4 percent).
The attrition rate of 35.7 percent for the Aboriginal peoples’ group was unusually high. The Office will monitor the situation to ensure that the numbers in the 2015–16 fiscal year were just an anomaly.
Conclusion
The Office is addressing the under-representation in some of the designated groups, primarily in the persons in a visible minority group. The Office is addressing the discrepancies by putting strategies in place. It is working to ensure that those managers responsible for the hiring into its audit development training programs—its primary source of new employees—are fully trained and active partners in addressing the under-representation in the three designated groups.
The Office expects that the draft Triennial Employment Equity Plan 2017–2020, along with training for human resource personnel, will assist in addressing the under-representation in some groups. With these strategies in place, the Office will continue to work towards a fully representative workforce through future hiring activities.
Appendix—Statistics
Report coverage
This report contains information, as of 31 March 2016, on the Office’s indeterminate employees and determinate employees with terms of six months or more. Employees who were on secondment to other organizations are also included in the Office’s numbers.
Employees who were on leave without pay from the Office as of 31 March 2016 are not included in the population. Because of the rapid turnover of students and casual employees, no information is reported on them.
Data on people in the designated groups
All data, other than that for women, was obtained through self-identification, the process by which people identify themselves as being from at least one of the other three designated groups. The data on women was obtained from other human resource information.
The completeness and accuracy of employment equity data depend on employees being willing to self-identify and being given the opportunity to do so.
The Office’s self-identification process began in April 1997. All new employees are asked to complete a questionnaire before their first day at the Office. In addition, at any time during the year, any employee may complete or revise a self-identification questionnaire, which is available from the Office’s Human Resources Group.
Tables 4 to 7 show the Office’s representation as a percentage of workforce availability, with comparative figures for the prior year. The Office believes this is the best measure of how well it is progressing toward its goal of achieving a representative workforce.
The Office provides information by Employment Equity Occupational Group (EEOG). Tables 4 to 7 include information for the two National Occupational Classification (NOC) unit groups that account for the majority of the Office’s employees—other managers (NOC Unit 0414), which is part of EEOG 2 (middle and other managers); and auditors (NOC Unit 1111), included in EEOG 3 (professionals).
Workforce availability
Workforce availability is the distribution of people in the designated groups as a percentage of the total Canadian workforce. For federal public service purposes, workforce availability is based on Canadian citizens in those occupations in the Canadian workforce corresponding to the occupations in the public service and is derived from 2011 Census data.
List of Tables
Table 1—Representation of designated groups in the Office of the Auditor General of Canada
Table 2—Distribution of employees by designated group and region of work
Table 3—Representation of designated groups by Employment Equity Occupational Group
Table 8—Hiring by designated group and Employment Equity Occupational Group
Table 9—Promotions by designated group and Employment Equity Occupational Group
Table 10—Separations by designated group and Employment Equity Occupational Group
Table 11—Distribution of employees by designated group and salary band
Table 1—Representation of designated groups in the Office of the Auditor General of Canada
As at 31 March 2016
| All employees | Women | Aboriginal peoples | Persons with disabilities | Persons in a visible minority | |||||
|---|---|---|---|---|---|---|---|---|---|
| Number | Number | Percentage | Number | Percentage | Number | Percentage | Number | Percentage | |
| Office | 563 | 352 | 62.5 | 13 | 2.3 | 19 | 3.4 | 82 | 14.6 |
| Workforce availability | 51.4 | 2.5 | 4.3 | 17.4 | |||||
Totals may not equal the sum of components because of rounding and suppression.
Table 2—Distribution of employees by designated group and region of work
As at 31 March 2016
| Region of work | All employees | Women | Aboriginal peoples | Persons with disabilities | Persons in a visible minority | ||||
|---|---|---|---|---|---|---|---|---|---|
| Number | Number | Percentage | Number | Percentage | Number | Percentage | Number | Percentage | |
| National Capital Region | 509 | 318 | 62.5 | 10 | 2.0 | 17 | 3.3 | 68 | 13.4 |
| All other regions | 54 | 34 | 63.0 | 3 | 5.6 | 2 | 3.7 | 14 | 25.9 |
| Total | 563 | 352 | 62.5 | 13 | 2.3 | 19 | 3.4 | 82 | 14.6 |
Totals may not equal the sum of components because of rounding and suppression.
Table 3—Representation of designated groups by Employment Equity Occupational Group
As at 31 March 2016
| Employment Equity Occupational Group | All employees | Women | Aboriginal peoples | Persons with disabilities | Persons in a visible minority | ||||
|---|---|---|---|---|---|---|---|---|---|
| Number | Number | Percentage | Number | Percentage | Number | Percentage | Number | Percentage | |
| All occupations | 563 | 352 | 62.5 | 13 | 2.3 | 19 | 3.4 | 82 | 14.6 |
|
Senior managers
|
11 | 4 | 36.4 | 1 | 9.1 | 1 | 9.1 | 1 | 9.1 |
|
Middle and other managers
|
138 | 79 | 57.2 | 2 | 1.4 | 3 | 2.2 | 6 | 4.3 |
|
Professionals
|
319 | 196 | 61.4 | 7 | 2.2 | 13 | 4.1 | 69 | 21.6 |
|
Semi-professionals and technicians
|
19 | 8 | 42.1 | 2 | 10.5 | 0 | 0.0 | 1 | 5.3 |
|
Supervisors
|
2 | 2 | 100.0 | 0 | 0.0 | 0 | 0.0 | 0 | 0.0 |
|
Administrative and senior clerical personnel
|
17 | 11 | 64.7 | 0 | 0.0 | 0 | 0.0 | 2 | 11.8 |
|
Clerical personnel
|
57 | 52 | 91.2 | 1 | 1.8 | 2 | 3.5 | 3 | 5.3 |
Totals may not equal the sum of components because of rounding and suppression.
Table 4—Representation of women by Employment Equity Occupational Group and the two largest National Occupational Classification unit groups
As at 31 March 2016
| Employment Equity Occupational Group | All employees | Women | Workforce availability | Representation as a percentage of workforce availability | ||
|---|---|---|---|---|---|---|
| Number | Number | Percentage | Percentage | March 2016 | March 2015 | |
| All occupations | 563 | 352 | 62.5 | 51.4 | 100.0+ | 100.0+ |
|
Senior managers
|
11 | 4 | 36.4 | 46.2 | 78.6 | 77.2 |
|
Middle and other managers
|
138 | 79 | 57.2 | 41.3 | 100.0+ | 100.0+ |
|
Professionals
|
319 | 196 | 61.4 | 53.6 | 100.0+ | 100.0+ |
|
Semi-professionals and technicians
|
19 | 8 | 42.1 | 25.7 | 100.0+ | 100.0+ |
|
Supervisors
|
2 | 2 | 100.0 | 51.0 | 100.0+ | 100.0+ |
|
Administrative and senior clerical personnel
|
17 | 11 | 64.7 | 77.2 | 83.9 | 72.9 |
|
Clerical personnel
|
57 | 52 | 91.2 | 66.0 | 100.0+ | 100.0+ |
| National Occupational Classification unit group | All employees | Women | Workforce availability | Representation as a percentage of workforce availability | ||
|---|---|---|---|---|---|---|
| Number | Number | Percentage | Percentage | March 2016 | March 2015 | |
| Other managers (0414) | 121 | 67 | 55.4 | 39.5 | 100.0+ | 100.0+ |
| Auditors (1111) | 265 | 164 | 61.9 | 54.8 | 100.0+ | 100.0+ |
Totals may not equal the sum of components because of rounding and suppression.
Table 5—Representation of Aboriginal peoples by Employment Equity Occupational Group and the two largest National Occupational Classification unit groups
As at 31 March 2016
| Employment Equity Occupational Group | All employees | Aboriginal peoples | Workforce availability | Representation as a percentage of workforce availability | ||
|---|---|---|---|---|---|---|
| Number | Number | Percentage | Percentage | March 2016 | March 2015 | |
| All occupations | 563 | 13 | 2.3 | 2.5 | 93.0 | 100.0+ |
|
Senior managers
|
11 | 1 | 9.1 | 7.2 | 100.0+ | 98.9 |
|
Middle and other managers
|
138 | 2 | 1.4 | 4.0 | 35.9 | 72.6 |
|
Professionals
|
319 | 7 | 2.2 | 1.5 | 100.0+ | 100.0+ |
|
Semi-professionals and technicians
|
19 | 2 | 10.5 | 3.6 | 100.0+ | 100.0+ |
|
Supervisors
|
2 | 0 | 0.0 | 2.9 | 0.0 | 0.0 |
|
Administrative and senior clerical personnel
|
17 | 0 | 0.0 | 3.3 | 0.0 | 0.0 |
|
Clerical personnel
|
57 | 1 | 1.8 | 2.9 | 60.6 | 59.6 |
| National Occupational Classification unit group | All employees | Aboriginal peoples | Workforce availability | Representation as a percentage of workdorce availability | ||
|---|---|---|---|---|---|---|
| Number | Number | Percentage | Percentage | March 2016 | March 2015 | |
| Other managers (0414) | 121 | 1 | 0.8 | 4.3 | 19.3 | 39.7 |
| Auditors (1111) | 265 | 5 | 1.9 | 1.4 | 100.0+ | 85.7 |
Totals may not equal the sum of components because of rounding and suppression.
Table 6—Representation of persons with disabilities by Employment Equity Occupational Group and the two largest National Occupational Classification unit groups
As at 31 March 2016
| Employment Equity Occupational Group | All employees | Persons with disabilities | Workforce availability | Representation as a percentage of workforce availability | ||
|---|---|---|---|---|---|---|
| Number | Number | Percentage | Percentage | March 2016 | March 2015 | |
| All occupations | 563 | 19 | 3.4 | 4.3 | 78.3 | 100.0+ |
|
Senior managers
|
11 | 1 | 9.1 | 4.3 | 100.0+ | 100.0+ |
|
Middle and other managers
|
138 | 3 | 2.2 | 4.3 | 50.0 | 100.0+ |
|
Professionals
|
319 | 13 | 4.1 | 3.8 | 100.0+ | 100.0+ |
|
Semi-professionals and technicians
|
19 | 0 | 0.0 | 4.6 | 0.0 | 0.0 |
|
Supervisors
|
2 | 0 | 0.0 | 13.9 | 0.0 | 0.0 |
|
Administrative and senior clerical personnel
|
17 | 0 | 0.0 | 3.4 | 0.0 | 0.0 |
|
Clerical personnel
|
57 | 2 | 3.5 | 7.0 | 50.2 | 39.4 |
| National Occupational Classification unit group | All employees | Persons with disabilities | Workforce availability | Representation as a percentage of workforce availability | ||
|---|---|---|---|---|---|---|
| Number | Number | Percentage | Percentage | March 2016 | March 2015 | |
| Other managers (0414) | 121 | 2 | 1.7 | 4.3 | 38.0 | 100.0+ |
| Auditors (1111) | 265 | 10 | 3.8 | 3.8 | 99.6 | 90.3 |
Totals may not equal the sum of components because of rounding and suppression.
Table 7—Representation of persons in a visible minority by Employment Equity Occupational Group and the two largest National Occupational Classification unit groups
As at 31 March 2016
| Employment Equity Occupational Group | All employees | Persons in a visible minority | Workforce availability | Representation as a percentage of workforce availability | ||
|---|---|---|---|---|---|---|
| Number | Number | Percentage | Percentage | March 2016 | March 2015 | |
| All occupations | 563 | 82 | 14.6 | 17.4 | 83.5 | 70.8 |
|
Senior managers
|
11 | 1 | 9.1 | 6.8 | 100.0+ | 100.0+ |
|
Middle and other managers
|
138 | 6 | 4.3 | 8.1 | 53.5 | 53.0 |
|
Professionals
|
319 | 69 | 21.6 | 23.3 | 93.0 | 78.3 |
|
Semi-professionals and technicians
|
19 | 1 | 5.3 | 14.6 | 36.1 | 36.1 |
|
Supervisors
|
2 | 0 | 0.0 | 11.7 | 0.0 | 0.0 |
|
Administrative and senior clerical personnel
|
17 | 2 | 11.8 | 10.7 | 100.0+ | 58.3 |
|
Clerical personnel
|
57 | 3 | 5.3 | 12.6 | 41.7 | 41.0 |
| National Occupational Classification unit group | All employees | Persons in a visible minority | Workforce availability | Representation as a percentage of workforce availability | ||
|---|---|---|---|---|---|---|
| Number | Number | Percentage | Percentage | March 2016 | March 2015 | |
| Other managers (0414) | 121 | 5 | 4.1 | 7.4 | 55.7 | 57.2 |
| Auditors (1111) | 265 | 62 | 23.4 | 24.3 | 96.3 | 81.6 |
Totals may not equal the sum of components because of rounding and suppression.
Table 8—Hiring by designated group and Employment Equity Occupational Group
As at 31 March 2016
| Employment Equity Occupational Group | All employees | Women | Aboriginal peoples | Persons with disabilities | Persons in a visible minority | ||||
|---|---|---|---|---|---|---|---|---|---|
| Number | Number | Percentage | Number | Percentage | Number | Percentage | Number | Percentage | |
| All occupations | 55 | 34 | 61.8 | 2 | 3.6 | 3 | 5.5 | 16 | 29.1 |
|
Senior managers
|
0 | 0 | 0.0 | 0 | 0.0 | 0 | 0.0 | 0 | 0.0 |
|
Middle and other managers
|
2 | 1 | 50.0 | 0 | 0.0 | 0 | 0.0 | 0 | 0.0 |
|
Professionals
|
49 | 29 | 59.2 | 2 | 4.1 | 3 | 6.1 | 16 | 32.7 |
|
Semi-professionals and technicians
|
0 | 0 | 0.0 | 0 | 0.0 | 0 | 0.0 | 0 | 0.0 |
|
Supervisors
|
0 | 0 | 0.0 | 0 | 0.0 | 0 | 0.0 | 0 | 0.0 |
|
Administrative and senior clerical personnel
|
0 | 0 | 0.0 | 0 | 0.0 | 0 | 0.0 | 0 | 0.0 |
|
Clerical personnel
|
4 | 4 | 100.0 | 0 | 0.0 | 0 | 0.0 | 0 | 0.0 |
| All employees | Women | Aboriginal peoples | Persons with disabilities | Persons in a visible minority | |||||
|---|---|---|---|---|---|---|---|---|---|
| Number | Number | Percentage | Number | Percentage | Number | Percentage | Number | Percentage | |
| All occupations | 55 | 34 | 61.8 | 2 | 3.6 | 3 | 5.5 | 16 | 29.1 |
| Workforce availability | 51.4 | 2.5 | 4.3 | 17.4 | |||||
| Hirings as a percentage of workforce availability | 100.0+ | 100.0+ | 100.0+ | 100.0+ | |||||
Data includes employees hired into term positions (six months or more) and indeterminate positions. Totals may not equal the sum of components because of rounding and suppression.
Table 9—Promotions by designated group and Employment Equity Occupational Group
As at 31 March 2016
| Employment Equity Occupational Group | All employees | Women | Aboriginal peoples | Persons with disabilities | Persons in a visible minority |
|---|---|---|---|---|---|
| All occupations | 54 | 35 | 0 | 1 | 8 |
|
Senior managers
|
0 | 0 | 0 | 0 | 0 |
|
Middle and other managers
|
10 | 7 | 0 | 0 | 0 |
|
Professionals
|
43 | 27 | 0 | 1 | 8 |
|
Semi-professionals and technicians
|
0 | 0 | 0 | 0 | 0 |
|
Supervisors
|
0 | 0 | 0 | 0 | 0 |
|
Administrative and senior clerical personnel
|
0 | 0 | 0 | 0 | 0 |
|
Clerical personnel
|
1 | 1 | 0 | 0 | 0 |
| All employees | Women | Aboriginal peoples | Persons with disabilities | Persons in a visible minority | |
|---|---|---|---|---|---|
| Last year’s total number of employees as at 31 March 2015 | 550 | 341 | 14 | 23 | 67 |
| Number | 54 | 35 | 0 | 1 | 8 |
| Promotion rate (percentage) | 9.8 | 10.3 | 0.0 | 4.3 | 11.9 |
Data includes promotions and reclassifications. Totals may not equal the sum of components because of rounding and suppression.
Table 10—Separations by designated group and Employment Equity Occupational Group
As at 31 March 2016
| Employment Equity Occupational Group | All employees | Women | Aboriginal peoples | Persons with disabilities | Persons in a visible minority |
|---|---|---|---|---|---|
| All occupations | 57 | 39 | 5 | 2 | 7 |
|
Senior managers
|
3 | 1 | 0 | 0 | 0 |
|
Middle and other managers
|
16 | 10 | 3 | 1 | 0 |
|
Professionals
|
31 | 23 | 1 | 1 | 7 |
|
Semi-professionals and technicians
|
0 | 0 | 0 | 0 | 0 |
|
Supervisors
|
0 | 0 | 0 | 0 | 0 |
|
Administrative and senior clerical personnel
|
1 | 0 | 0 | 0 | 0 |
|
Clerical personnel
|
6 | 5 | 1 | 0 | 0 |
| All employees | Women | Aboriginal peoples | Persons with disabilities | Persons in a visible minority | |
|---|---|---|---|---|---|
| Last year’s total number of employees as at 31 March 2015 | 550 | 341 | 14 | 23 | 67 |
| Number | 57 | 39 | 5 | 2 | 7 |
| Attrition rate (percentage) | 10.4 | 11.4 | 35.7 | 8.7 | 10.4 |
Totals may not equal the sum of components because of rounding and suppression.
Table 11—Distribution of employees by designated group and salary band
As at 31 March 2016
| Salary band ($) | All employees | Women | Aboriginal peoples | Persons with disabilities | Persons in a visible minority | |||||
|---|---|---|---|---|---|---|---|---|---|---|
| Number | Cumulative percentage | Number | Cumulative percentage | Number | Cumulative percentage | Number | Cumulative percentage | Number | Cumulative percentage | |
| 35,000–39,999 | 0 | 0.0% | 0 | 0.0% | 0 | 0.0% | 0 | 0.0% | 0 | 0.0% |
| 40,000–44,999 | 1 | 0.2% | 1 | 0.3% | 0 | 0.0% | 0 | 0.0% | 0 | 0.0% |
| 45,000–49,999 | 8 | 1.6% | 4 | 1.4% | 1 | 7.7% | 1 | 5.3% | 4 | 4.9% |
| 50,000–54,999 | 24 | 5.9% | 16 | 6.0% | 0 | 7.7% | 1 | 10.5% | 8 | 14.6% |
| 55,000–59,999 | 39 | 12.8% | 28 | 13.9% | 2 | 23.1% | 2 | 21.1% | 9 | 25.6% |
| 60,000–64,999 | 50 | 21.7% | 36 | 24.1% | 0 | 23.1% | 1 | 26.3% | 2 | 28.0% |
| 65,000–69,999 | 21 | 25.4% | 14 | 28.1% | 0 | 23.1% | 0 | 26.3% | 6 | 35.4% |
| 70,000–74,999 | 33 | 31.3% | 26 | 35.5% | 2 | 38.5% | 1 | 31.6% | 6 | 42.7% |
| 75,000–79,999 | 32 | 36.9% | 19 | 40.9% | 1 | 46.2% | 1 | 36.8% | 8 | 52.4% |
| 80,000–89,999 | 97 | 54.2% | 57 | 57.1% | 3 | 69.2% | 5 | 63.2% | 16 | 72.0% |
| 90,000–99,999 | 29 | 59.3% | 14 | 61.1% | 0 | 69.2% | 0 | 63.2% | 4 | 76.8% |
| 100,000–109,999 | 95 | 76.2% | 63 | 79.0% | 2 | 84.6% | 3 | 78.9% | 12 | 91.5% |
| 110,000–119,999 | 2 | 76.6% | 1 | 79.3% | 0 | 84.6% | 0 | 78.9% | 1 | 92.7% |
| 120,000 + | 132 | 100.0% | 73 | 100.0% | 2 | 100.0% | 4 | 100.0% | 6 | 100.0% |
| Total | 563 | 100.0% | 352 | 100.0% | 13 | 100.0% | 19 | 100.0% | 82 | 100.0% |
Totals may not equal the sum of components because of rounding and suppression.