INTERIM UPDATE – 2011-2012

Annex B - Text Version

This is an example of CSC’s Human Resources Management Dashboard. It serves to build data integrity, and in turn strengthen integrated planning, by giving managers a means of identifying workforce requirements (in areas such as retirement eligibility, employment equity, grievances, and absenteeism) at local, regional, and national levels.

With this tool, managers can easily find areas of focus and determine which interventions are required, as well as monitor change based on these interventions. Various people management indicators are displayed on each manager/user's Dashboard, putting the focus on the key results to be monitored and measured.

The Dashboard has a “drill down” feature, with which identified managers, with a click of a button, can obtain more detailed information on the following workforce snapshots:

  • Employees by Type of Employment (displays in a graph the number of student, casual, term and indeterminate employees). The example graph indicates that there are 2 student, 24 casual, 21 term, and 544 indeterminate employees.
  • Employees on Leave of Absences by Category (displays in a graph the number of employees on leave by category of leave). The example graph indicates that there are 18 employees on leave for illness and disability; 5 employees on leave with income averaging; 6 employees on maternity leave; 5 employees on parental leave; and 3 employees on ‘other’ leave.
  • Employment Equity Representation Rates (displays in a graph the percentage of Women, Aboriginal Peoples, Visible Minorities, and Persons with Disabilities against Workforce Availability (WFA) Estimates). The example graph indicates that out of those employed by the site, 37.7% are Women; 6% are Aboriginal; 2.1% are Visible Minorities; and 3.5% are Persons with Disabilities.
  • Employees with Negative Sick Leave Balance (displays in a graph the number of employees with a negative sick leave balance, and the number of those with a negative 200 hours balance). The example graph indicates that there are 82 employees with a negative sick leave balance, and 4 employees with a negative 200 hours balance.
  • Employees with Vacation Balance over 30 Days (displays in a graph the number of CX and non-CX employees with a vacation balance over 30 days). The example graph indicates that there are 53 CX employees and 57 non-CX employees with a vacation balance over 30 days.
  • First Official Language (displays in a pie chart the ratio of English and French employees). The example pie chart indicates that 44.4% of employees identify French as a first official language and 55.6% of employees identify English.
  • Linguistic Status (displays in a pie chart the ratio of employees who meet their linguistic profile requirements and those who do not). The example pie chart indicates that 99.6% of employees meet their linguistic profile requirements and 0.4% of employees do not meet them.  
  • Outstanding Grievances (displays in a graph the number of outstanding grievances by type). The example graph indicates that there are 21 grievances in adjudication; 16 grievances in Level 1; 8 grievances in Level 2; 1 grievance in the final level; 3 grievances in National Joint Council Level 2; and 3 grievances in National Joint Council Level 3.
  • Average Age of Employees (displays in a graph the percentage of employees by age group). The example graph indicates that for employees:
    • Under 30 years of age: there are 10% within the example institution and the Atlantic region, and 13% nationally;
    • Between 30 and 34 years of age: there are 12% within the example institution, 12.5% within the Atlantic region, and 13.5% nationally;
    • Between 35 and 39 years of age: there are 17% within the example institution, 18% within the Atlantic region, and 16.5% nationally;
    • Between 40 and 44 years of age: there are 16% within the example institution, 17% within the Atlantic region, and 15% nationally;
    • Between 45 and 49 years of age: there are 16% within the example institution and Atlantic region, and 15% nationally;
    • Between 50 and 54 years of age: there are 16% within the example institution, and 13.5% within the Atlantic region and nationally;
    • Between 55 and 59 years of age: there are 8.5% within the example institution, the Atlantic region, and nationally; 
    • 60 years of age and older: there are under 5% within the example institution, the Atlantic region, and nationally.
  • Average Years of Service of Employees (displays in a graph the percentage of employees by years of service). The example graph indicates that for employees who have:
    • Under 5 years of service: there are 26% within the example institution, and 35% within the Atlantic region and nationally;
    • Between 5 to 9 years of service: there are 19% within the example institution, 16.5% within the Atlantic region, and 18% nationally;
    • Between 10 to 14 years of service: there are 24% within the example institution, 17.5% within the Atlantic region, and 18.5% nationally;
    • Between 15 to 19 years of service: there are 10% within the example institution, and 9% within the Atlantic region and nationally;
    • Between 20 to 24 years of service: there are 13.5% within the example institution, 10.5% within the Atlantic region, and 9% nationally;
    • Between 25 to 29 years of service: there are 7% within the example institution and the Atlantic region, and 6.5% nationally;
    • Between 30 to 34 years of service: there are under 5% within the example institution, the Atlantic region, and nationally; 
    • 35 years of service or more: there are under 5% within the example institution, the Atlantic region, and nationally.

Employees by Occupational Group (displays in a graph the percentage of employees by occupational group). The example graph indicates that 4.6% of employees are in the AS group; 9.8% of employees are in the CR group; 1.2% of employees are in the CS group; 46% of employees are in the CX group; 0.3% of employees are in the EX group; 0.5% of employees are in the FI group; 6.4% of employees are in the GL group; 4.4% of employees are in the GS group; 0.9% of employees are in the HP group; 10% of employees are in the NU group; 0.2% of employees are in the OP group; 2.9% of employees are in the PS group; 0.3% of employees are in the ST group; 0.2% of employees are in the SW group; and 12.4% of employees are in the WP group.