Correctional Service Canada
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VOL. 33, NO. 2
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Ever wondered how many people work for CSC? Is this number growing or declining? Just how representative is CSC's workforce of the Canadian population? Which occupational groups will be most affected by retirements over the coming years? Answers to these questions, and many more, are only a click or phone call away, thanks to the innovative work being done by CSC's Human Resource Management Sector. Says Martin Devenport, Director of Information Management, this type of information is very useful for managers and supervisors in order for them to do their human resource planning and make better, more informed decisions.
"Our workforce analyses are important tools that management across the organization can use to better understand their staffing needs on a more immediate and longer term basis," says Devenport. "With this information, managers can better prioritize and develop solid action plans to address their most pressing HR needs."
Here are some of the latest facts and trends about CSC's workforce, as of December 31, 2008.
- CSC has 17,257 active employees.
- Correctional officers, who make up the Correctional Services (CX) group, are the largest occupational group, representing 40.5% of all indeterminate CSC employees.
- The other main occupational categories include:
- Welfare Programmes (WP) at 14.8%
- Clerical and Regulatory (CR) at 11.5%
- Administrative Services (AS) at 9.7%
- General Services (GS) at 5.0%
- General Labour and Trades (GL) at 4.9%
- Nursing (NU) at 4.9%
- Computer Systems (CS) at 2.5%
- Psychological (PS) at 1.8%
- Financial Management (FI) at 1.3%
Distribution of employees by region
(as of December 31, 2008)
Employees by Region
Distribution by location
| LOCATION TYPE | TOTAL |
|---|---|
| Community Correctional Centres | 143 |
| Women's Institutions | 883 |
| Headquarters (national and regional) | 2,770 |
| Male Multi-Level | 1,809 |
| Male Maximum Security | 3,056 |
| Male Medium Security | 5,604 |
| Male Minimum Security | 1,757 |
| Parole Offices | 1,235 |
| Total | 17,257 |
A representative workforce
CSC is very representative of the Canadian population. In fact, three of the four Employment Equity Groups - women, Aboriginal people and members of a visible minority - have been increasing and exceed the 2007 Workforce Availability estimates, which represent the proportion of the Canadian population in each group that are available in the larger workforce. The Persons with Disabilities group has experienced a decrease (from 5.2% to 3.4%) and is under the 2007 Workforce Availability estimate of 4.1%.
Other key workforce trends
A September 2008 study examined retirement trends for CSC employees. Here are some of its key findings:
- Between April 1, 1998, and March 31, 2008, there was a 37.6% increase in the employee population.
- The number of CSC employees who are expected to retire in the next few years is comparable to those of other government organizations.
- However, a key challenge for CSC is that 50% of its EX group will likely opt for retirement over the next six-year period. Of the 164 CSC Executives, 60% have key operational roles as Wardens and District Directors. Therefore, CSC is focused on preparing and mentoring its future leaders.
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Testimonials
Fabrice Choquet
Psychologist, La Macaza Institution, Quebec Region QUEBEC REGION I only just started at the Correctional Service of Canada (CSC) as an institutional psychologist in November 2008. After being self-employed for 12 years, I was looking for a more stable job within an exciting team. Since my arrival at CSC, I have especially enjoyed being part of such a team, whose members come from a wide range of theoretical backgrounds, which leads to thought-provoking discussions. I would say that my job meets my career aspirations now because the therapeutic counselling that I do with inmates is of particular interest to me. I was surprised by how closely counselling offenders mirrors my private practice, since the suffering and psychological distress is the same. I am proud to be helping to improve inmate mental health. 
Natalie Maltais
Official Languages and Human Resources Programs Coordinator, Atlantic Regional Headquarters ATLANTIC REGION For a while, Natalie Maltais wasn't sure what she wanted to do for a career. With two masters under her belt, the young New Brunswicker had tried a few positions within the federal public service. After investigating complaints at the Office of the Commissioner of Official Languages, Natalie found her fit as an Official Languages and Human Resources Programs Coordinator with CSC's Atlantic regional headquarters. "I knew when I took this job that there would be lots of challenges, and it's invigorating," says Natalie with a smile. "No day is ever the same as another and there's always something new to learn." Fluently bilingual with an education in business and public administration, Natalie knows her way around Canada's Official Language legislation and that helps her when she's dealing with challenges to the Official Languages Act, ever-changing Human Resources regulations and a myriad of other considerations in her job. Natalie is also one of two CSC-Atlantic staffers who are involved in the Canada@150 project. This year-long initiative invites 150 young public service employees to research, debate and offer options for a variety of public issues facing our nation. Their goal is to work together to form a vision of what Canada can look like on its 150th birthday in 2017. 
Janice Richard
Administrative Assistant, Atlantic Regional Staff College, Atlantic Region Janice Richard has been a CSC employee for some 27 years and enjoys her job. "The people I work with are great and there's a real team effort to getting things done," says the administrative assistant with the Atlantic Regional Staff College. Press her about the real reason she's stayed so long with the Service, however, and the truth is revealed. "Nowhere else can I get the benefits that have been so critical for my family's health," says the mother of three. However, it's not medical or dental benefits that Janice is referring to. It's the flexible work hours and job security that have made a difference for her and her family. Janice says these factors are why she has been able to dedicate her best efforts at home and in the office, giving her a healthy work-life balance. "What really makes my career at CSC valuable to me is that it has allowed me to give 100 per cent to both my family and my work. I don't feel conflicted." |
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