Saskatchewan HR Trends Report...Saskatchewan HR Trends Report Nearly all Saskatchewan organizations...

Saskatchewan

Saskatchewan HR Trends Report

SASKATCHEWAN HR TRENDS REPORT FALL 2019 INTRODUCTION ...................................................................................................................................... 1

METHODOLOGY ..................................................................................................................................... 1

COMPENSATION ..................................................................................................................................... 2

COMPENSATION PHILOSOPHY 2

SALARIES 5

BENEFITS 6

DEALING WITH ISSUES IN THE WORKPLACE ........................................................................................ 7

WORKPLACE POLICIES 7

TRAINING 12

BULLYING AND HARASSMENT COMPLAINTS 14

TOOLS FOR REDUCING BULLYING AND HARASSMENT 16

LABOUR MARKET FORECAST ............................................................................................................... 17

HIRING CONFIDENCE INDEX 17

THE SIX MONTH OUTLOOK 18

LABOUR MARKET STATISTICS .............................................................................................................. 19

CURRENT TRENDS 19

TERMINATION CAUSES 21

TEMPORARY LAYOFFS 22

FILLING VACANCIES 23

HR TEAM RATIO 24

RESPONDENT PROFILE ......................................................................................................................... 24

ORGANIZATION SIZE 25

DEMOGRAPHICS 26

CONTACT INFORMATION .................................................................................................................... 28

ABOUT THE ORGANIZATION 28

Saskatchewan


INTRODUCTION This report serves as a reference tool for HR professionals and departments in Saskatchewan to make better-informed decisions using up-to-date workplace information. Taken in concert with best practices, the right labour market information can assist human resource professionals improve the advice they provide.

CPHR Saskatchewan, CPHR British Columbia and Yukon, CPHR Alberta, and CPHR Manitoba have commissioned this study to supplement other sources of labour information available to their members and to provide benchmarks that can help human resources professionals make better decisions. This report details the results from CPHR Saskatchewan members. Results for Western Canada as a whole are available under a separate cover.

METHODOLOGY The Fall 2019 wave of this study was conducted by Insights West on behalf of CPHR Saskatchewan, CPHR British Columbia and Yukon, Alberta, and CPHR Manitoba. The survey was conducted online from June 10th to July 15th, 2019.

Members of the four CPHR associations were invited to participate via email communication from their respective associations. In total, 1,218 Saskatchewan human resources professionals were sent a survey invitation. Respondents were screened to include members who:

• Are currently employed; and

• Have employees in Saskatchewan.

A total of 127 Saskatchewan human resources professionals participated in the survey, for an overall response rate of 10.42%. Survey responses to individual questions were optional. The margin of error of this survey varies depending on the number of completions each question received. The margin of error for a sample size of 127n (all survey respondents participating) is +/- 8.72% nineteen times out of twenty.

Throughout this report, where relevant and allowed by sufficient sample size, comparisons are made between different respondent subgroups, such as region and organization size. Where these differences are deemed statistically significant, they are indicated as follows:

Statistically significantly higher than comparison group(s)

Statistically significantly lower than comparison group(s).

Where available, results have also been compared to data from previous waves of this study. Waves prior to Spring 2019 were conducted by One Persuasion Inc.

Saskatchewan


COMPENSATION

COMPENSATION PHILOSOPHY Three-quarters (69%) of Saskatchewan organizations have formal compensation philosophies.

Have Formal Compensation Philosophy

Base: Employed in HR function, excluding not applicable (n=106)J1. Does your organization have a formal compensation philosophy?

Yes75%

No20%

Don't know5%

Saskatchewan


Among those with a formal compensation policy, nearly all (95%) believe that their organization’s employees understand the basis upon which their pay and incentives are determined at least slightly, including more than three-quarters (78%) who believe their employees understand to a moderate or great extent.

Understanding of Compensation Philosophy

*Small base size, interpret with caution.Base: Have formal compensation philosophy (n=78)*J1b. To what extent do you believe that your organization’s employees understand the basis upon which their pay and incentives are determined (the compensation philosophy)?

To a great extent

To a moderate extent

To a slight extent

Don’t know

Not at all

19%

59%

17%

1%

4%

Understand78%

Saskatchewan


Among Saskatchewan organizations with a formal compensation policy, just over half (55%) have had adjustments to their salary administration practices in response to the economic environment.

Three-quarters (77%) have a compensation framework to maintain competitiveness.

Salary Administration Adjustment

*Small base size, interpret with caution.Base: Have formal compensation philosophy (n=78)*J1a. In the past 12 months, have there been adjustments to the salary administration practices in response to the economic environment?

Yes55%

No37%

Don't know8%

Have a Compensation Framework to Maintain Competitiveness

Base: Employed in HR function (n=108)J1a1. Does your organization have a compensation framework to maintain competitiveness?

Yes77%

No18%

Don't know6%

Saskatchewan


SALARIES The majority (62%) of Saskatchewan organizations expect the average base salaries at their organization to increase in 2020. Few (2%) expect salaries to decrease.

Stay the Same

Don’t Know

Overall 30% 6%

Non-unionized employees* 25% 6%

Management employees 34% 5%

Unionized employees* 29% 15%

Expectation of Base Salary Changes

*Small base size, interpret with caution.Base: Employed in HR function, excluding not applicable (n=155-339)J2. Do you expect the average base salaries for each of the following to increase or decrease at your organization in 2020?

IncreaseDecrease

62%

66%

59%

54%

2%

2%

2%

2%

Saskatchewan


BENEFITS

On average, Saskatchewan organizations pay 16.8% of salary in benefits, including pension contributions. Two-in-five (28%) pay 20% or more.

Saskatchewan organizations are evenly split over the four quarters in terms of when they renew their organization’s health and insurance benefit plan. One-quarter (24%) don’t know when they renew.

Average Percent of Salary Paid in Benefits

*Small base size, interpret with caution. Base: Employed in HR function (n=64*)J3. What is the average percentage of salary that your organization pays in benefits?

Mean16.8

0%2% <5%

5%5% to <10%

9%

10% to <20%47%

20%+38%

When are Health and Benefit Plans Renewed?

Base: Employed in HR function, excluding not applicable (n=87)**Small base size, interpret with caution.J4. In which quarter of the year does your organization’s health and insurance benefit plan renew?

Q117%

Q220%

Q321%

Q418%

Don't know24%

Saskatchewan


DEALING WITH ISSUES IN THE WORKPLACE

WORKPLACE POLICIES The majority of Saskatchewan organizations have sufficient policies in place to address the consumption of drugs and alcohol. Nine-in-ten (91%) have a policy covering the consumption of alcohol , more than four-in-five have policies covering recreational (84%) and medical (83%) marijuana, and two-thirds (69%) have one for opioids.

Have a Sufficient Drug & Alcohol Policy for Specific Issues

*Small base size, interpret with caution. Base: Employed in HR function (n=82-83)*PP16. Do you currently have a drug & alcohol policy for your organization that in your opinion is sufficient to address...

Don’t know

0% Alcohol

0% Recreational marijuana

1% Medical marijuana

5% Opioids

91%

84%

83%

69%

5%

4%

4%

12%

Yes

No, but planning

Yes

No, but planning

Yes

No, but planning

Yes

No, but planning

Saskatchewan


Nearly all Saskatchewan organizations have a policy in place for workplace harassment (94%). Strong majorities also have policies for sexual harassment and assault (90%); violence in the workplace (86%); and a respectful workplace (86%). A smaller majority have a conflict resolution policy (62%).

Status of Various Workplace Policies

Base: Employed in HR function (n=94)**Small base size, interpret with caution.PP2. Please indicate the status of the following policies at your organization...

Workplace harassment policy

Sexual harassment and sexual assault

policy

Violence in the workplace policy

Respectful workplace policy

Conflict resolution policy

In place

Upcoming

In place

Upcoming

In place

Upcoming

In place

Upcoming

In place

Upcoming

3

5%

7%

94%

2%

90%

2%

86%

7%

86%

5%

62%

14%

Currently developing Plan to develop in 12 months

Saskatchewan


Nearly all (97%) Saskatchewan organizations have a framework for how a complainant can formally report harassment or bullying in the workplace.

While three-quarters (77%) have policies in place for assessing who should investigate a complaint of harassment or bullying in the workforce, just over half (55%) have a policy for when to bring in a third-party investigator.

Have Framework to Report Harassment or Bullying

Base: Employed in HR function (n=94)**Small base size, interpret with caution.PP3. Does your organization’s policy framework outline how a complainant can formally report harassment or bullying in the workplace?

Yes97%

Don't know3%

Have Policies for Investigations

Base: Employed in HR function (n=93*)*Small base size, interpret with caution.PP5. Does your organization have a policy for each of the following?

Assessing who should investigate a complaint of harassment or bullying in the workforce

When to bring in a third-party investigator

Yes77%

No15%

Don't know8%

Yes55%

No36%

Don't know9%

Saskatchewan


One-quarter (24%) of Saskatchewan organizations maintain compliance with the Canadian Psychological Health and Safety Standard. A similar proportion of respondents (30%) don’t know if they comply.

Comply with Psychological Health and Safety Standard

Base: Employed in HR function (n=94)**Small base size, interpret with caution.PP4. Does your organization maintain compliance with the Canadian Psychological Health and Safety Standard?

Yes24%

No5%

Not aware of the standard

40%

Don't know30%

Saskatchewan


Three-quarters (75%) of Saskatchewan organizations have taken one or more actions regarding harassment and bullying policies in the past twelve months, most commonly reviewing their violence, harassment, bullying or respectful workplace policies (66%). One third (32%) also made changes to these policies.

Actions Taken Regarding Harassment and Bullying Policies in Past Twelve Months

Base: Employed in HR function (n=88)**Small base size, interpret with caution.PP14. Which of the following actions has your organization taken in the past 12 months?

We reviewed our violence, harassment, bullying, or respectful workplace policies

We made changes to our violence, harassment, bullying, or respectful workplace policies

We reviewed our reporting policies

We reviewed our complaint investigation policies and practices

We held training for managers on preventing violence, harassment, or bullying in the workplace

We held training for all non-management employees on preventing violence, harassment, or bullying in the workplace

We introduced policies addressing violence, harassment, bullying, or a respectful workplace

We made changes to our complaint investigation policies and practices

We changed our reporting policies

We have taken no specific actions

Other

Don’t know

66%

32%

28%

25%

23%

23%

9%

8%

0%

11%

0%

14%

Saskatchewan


TRAINING

Six-in-ten (67%) Saskatchewan organizations offer training related to respectful workplaces.

Half (49%) require employees to complete training related to respectful workplaces.

Offer Respectful Workplace Training

Base: Employed in HR function (n=92)**Small base size, interpret with caution.PP7. Does your organization offer training related to respectful workplaces?

Yes61%

No32%

Don't know8%

Require Employees to Complete Respectful Workplace Training

Base: Employed in HR function (n=91)**Small base size, interpret with caution.PP8. Does your organization require employees to complete training related to respectful workplaces?

Yes49%No

44%

Don't know7%

Saskatchewan


Half (51%) of Saskatchewan organizations have trained in-house investigators who could investigate a complaint of harassment or bullying in the workplace.

Just over half (56%) of Saskatchewan organizations believe their people leaders are adequately trained to appropriately enact progressive discipline actions. Over one-third (36%) believe they are not adequately trained.

Have Adequately Trained Leaders to Enact Disciplinary Actions

Base: Employed in HR function (n=91)**Small base size, interpret with caution.PP9. In your opinion, are your people leaders’ adequately trained to appropriately enact progressive discipline actions?

Yes56%

No36%

Don't know8%

Have Trained In-House Investigators

Base: Employed in HR function (n=94)**Small base size, interpret with caution.PP6. Does your organization have trained in-house investigators who could investigate a complaint of harassment or bullying in the workplace?

Yes51%No

37%

Don't know12%

Saskatchewan


BULLYING AND HARASSMENT COMPLAINTS

Just under half (47%) of Saskatchewan organizations had at least one workplace harassment and bullying complaint initiated in the past twelve months, with an average of 2.24 complaints initiated over this period.

One-in-ten (10%) saw an increase in workplace harassment and bullying complaints in the past twelve months.

Number of Workplace Harassment and Bullying Complaints in Past Twelve Months

Base: All respondents (n=53)**Small base size, interpret with caution.PP11. How many workplace harassment and bullying complaints were initiated in the past 12 months?

None53%

1 to 224%3 to 5

5%

6 to 940%

10 to <2530%

Mean2.24

Saw Increase in Workplace Bullying and Harassment Complaints in Past Twelve Months

Base: All respondents (n=94)**Small base size, interpret with caution.PP10. Has the number of workplace harassment and bullying complaints increased in the past 12 months?

Yes10%

No73%

Don't know17%

Saskatchewan


Very few organizations in Saskatchewan (4%) were the subject of an Occupational Health & Safety investigation concerning harassment in the workplace.

Had an OH&S Investigation In Past Twelve Months

*Small base size, interpret with caution. Base: Employed in HR function (n=71)*PP13. In the past 12 months, has your organization been the subject of an Occupational Health & Safety investigation concerning harassment in the workplace?

Yes4%

No93%

Don't know3%

Saskatchewan


TOOLS FOR REDUCING BULLYING AND HARASSMENT Saskatchewan organizations view training as the most effective tool or action to reduce harassment and bullying in the workplace. When asked to rank the usefulness of a series of tools, the majority ranked prevention training (83%), followed by training around identifying harassment (73%) as the most or the second most useful. Fewer than one-in-five rank any of the other tools or actions tested as the most or the second most useful.

Ranked 1-2 Average

Prevention training 83% 1.7

Training around identifying harassment

73% 2.4

Assistance in designing policies, procedures and programs

15% 4.1

Resources for documenting cases of harassment

8% 4.5

Support during interventions, investigations and follow-up

10% 3.8

Resources to assist in evaluating an existing program’s effectiveness in reducing harassment and bullying

10% 4.6

Ranked Usefulness of Tools for ReducingHarassment and Bullying

Base: Employed in HR function (n=71)**Small base size, interpret with caution.PP15. Please rank the usefulness of the following tools/actions to reduce harassment and bullying in your workplace.

59%

25%

6%

4

3

3

24%

48%

10%

4

7%

7%

7%

6%

23%

13%

38%

14%

8%

11%

17%

23%

20%

21%

1

6%

25%

27%

23%

18%

4%

20%

30%

10%

37%

Rank 1 Rank 2 Rank 3 Rank 4 Rank 5 Rank 6

Saskatchewan


LABOUR MARKET FORECAST

HIRING CONFIDENCE INDEX The Hiring Confidence Index was created to measure how employers feel about hiring over the next six months. The index emphasizes how confident HR professionals are that they can hire the right people to fill open positions and incorporates views on expected growth in the number of positions. The scores have a maximum value of 100 and a minimum value of 0. Scores greater than 50 signify that HR professionals are more confident than they are concerned about hiring.

The previous wave of the Saskatchewan Hiring Confidence Index showed an improvement for Spring 2019, returning to levels last seen in Spring 2017. This improvement has been maintained for Fall 2019.

Hiring Confidence Index

63.5 63.7

56.559.1 58.2

63.9 63.2 61.2

Jul-Dec 2019 Jan-Jun 2019 Jul-Dec 2018 Jan-Jun 2018 Jul-Dec 2017 Jan-Jun 2017 Jul-Dec 2016

Saskatchewan

Saskatchewan


THE SIX MONTH OUTLOOK Three-in-ten (31%) Saskatchewan organizations expect their headcount to grow in the latter half of 2019, while half (51%) expect their total number of employees to stay the same over this period. One-in-ten (11%) expect to lose net staff.

Two-thirds (68%) of Saskatchewan organizations expect to lose at least some employees over the next six months. In terms of the number of employees, they are twice as likely to expect to lose less than 10 employees (46%) than 10 or more (23%).

1 to 4

5 to 9

10 to 24

25 to 49

50 to 99

100 to 249

250 to 500

None

Don’t know

Base: Employed in HR function*Small base size; interpret with caution.C14. In the next six months, how many people do you expect to lose in total at your organization?

Predicted Employee Losses in Next Six Months

34%

11%

13%

5%

1%

4%

0%

14%

18%

27%

14%

13%

7%

6%

2%

1%

17%

12%

Any68%70%

<1046%41%

10+23%30%

Jan - Jun 2019 (n=98)*Jul - Dec 2019 (n=79)*

Saskatchewan


LABOUR MARKET STATISTICS

CURRENT TRENDS More than one-third (36%) of Saskatchewan organizations reported a net increase in employment over the past six months.

Change in Total Number of Employees in Past Six Months

Base: Employed in HR function C6. In the last six months, how has the total number of employees (full time and part time) in your organization’s employment changed?

Jan-Jun 2019 (n=85)*

Jul-Dec 2018 (n=101)

Jan-Jun 2018

Jul-Dec 2017

Jan-Jun 2017

Jul-Dec 2016

Jan-Jun 2016

Jul-Dec 2015

Increased

36%

41%

33%

28%

30%

24%

22%

25%

Saskatchewan


A strong majority (81%) of Saskatchewan organizations reported a loss of permanent employees over the past 6 months. One-in-five (22%) reported the loss of contractors, although twice as many respondents (40%) said they either “don’t know” or “not applicable,” indicating that many of these organizations likely do not have contract employees.

Saskatchewan organizations are more than twice as likely to have hired new permanent employees over the past six months than contractors. Four-in-five (81%) have hired new permanent employees in the past six months; while just one-third (34%) have hired contractors.

Number Who Left Organization in Past Six Months

Base: Employed in HR function *Small base size; interpret with caution.C7. In the last six months, how many people have left your organization’s employment for any reason (retirement, downsizing, resignation, termination, etc.)?

Don’t Know/Not Applicable

Permanent employees

9%

8%

Contractors40%

35%

1

4

1

7%

6%

24%

33%

4

5

49%

39%

18%

20%

81%

82%

22%

26%

100+ 50 to <100 10 to <50 <10

AnyJul - Dec 2018 (n=95)*Jan - Jun 2019 (n=75)*

Number of Recent Hires

Base: Employed in HR function*Small base size; interpret with caution.C10. In the last six months, how many people have joined your organization for any reason (new hires but exempting acquisitions, and mergers)?

Don’t Know

Permanent Employees

12%

10%

Contractors

24%

24%

3

3

1

4

9%

1

13%

9%

2

1

13%

17%

6%

1

16%

14%

10%

4

32%

27%

16%

20%

81%

79%

34%

28%

100 to 249 50 to 99 25 to 49 10 to 24 5 to 9 1 to 4

Jul - Dec 2018 (n=92)*Jan - Jun 2019 (n=69)*

Saskatchewan


TERMINATION CAUSES Resignation for a better opportunity (80%) and for personal reasons (78%) continue to be the most common reasons employees left an organization over the past six months, followed by retirement (71%). The majority also saw employees leave due to termination without cause (65%), while just over half (56%) had employees terminated for cause.

Reasons for Leaving

Base: Employees left organization *Small base size; interpret with caution.C8. In the last six months, of the employees who have left your organization, how many have left for each of the following reasons?

Don’t Know

Resignation for a better opportunity5%

10%

Resignation for personal reasons5%6%

Retirement7%3%

Termination without cause6%8%

Termination for cause5%5%

Other13%18%

2

3

3

1

21

21

1

11%14%

7%10%

54

23

43

1

65%60%

68%65%

60%64%

63%51%

53%43%

23%19%

80%75%

78%75%

71%69%

65%56%

56%45%

23%20%

Any

100+ 50 to <100 10 to <50 <10

Jul - Dec 2018 (n=80)*Jan - Jun 2019 (n=75)*

Saskatchewan


TEMPORARY LAYOFFS More than one-quarter (27%) of Saskatchewan organizations engaged in the practice of temporary layoffs in the first six months of 2019.

Jan-Jun 2019 (n=79)*

Jul-Dec 2018 (n=98)*

Jan-Jun 2018

Jul-Dec 2017

Jan-Jun 2017

Jul-Dec 2016

Jan-Jun 2016

Jul-Dec 2015

27%

29%

22%

32%

24%

28%

22%

12%

Engaged in Temporary Layoffs in Past Six Months

Base: Employed in HR function *Small base size; interpret with caution.C12. Has your organization engaged in temporary or seasonal layoffs in the last six months?

Saskatchewan


FILLING VACANCIES The majority (63%) of Saskatchewan human resources professionals are confident that new hires who fill vacant positions will have equivalent experience and qualifications, an improvement from the latter half of 2018. One-in-five (20%) are worried that new employees will not have equivalent experience and qualifications. Results are consistent with the previous wave of this study, but show a directional shift towards increasing confidence over time.

Very confident they will have equivalent experience and

qualifications

Moderately confident they will have equivalent experience and

qualifications

Neither confident nor worried

Moderately worried they will not have equivalent experience and

qualifications

Very worried they will not have equivalent experience and

qualifications

Confidence in Experience and Qualifications of New Hires

Base: Employed in HR function C4. Over the next 6 months, how confident or worried are you that new hires to fill vacant positions will have equivalent experience and qualifications?

15%

48%

18%

16%

3%

19%

41%

16%

20%

4%

11%

38%

24%

21%

6%

Confident63%60%48%

Worried19%24%27%

Jan - Jun 2019 (n=131)Jul - Dec 2018

Jul - Dec 2019 (n=110)

Saskatchewan


HR TEAM RATIO Saskatchewan organizations have an average of ninety-six employees for each Human Resources employee, with a median of fifty employees for each HR employee.

There has been a significant increase in those who have the highest proportion of HR employees, with less than fifty staff for every HR employee (43%). The median number of employees for each Human Resources employee has also declined, although the sample base size for this question is too small to indicate significance.

NET: 1:200+

NET: 1:100 to <200

NET: 1:50 to <100

NET: 1:<50

16%

16%

25%

43%

11%

32%

31%

26%

Ratio of HR to Other Employees

Base: Employed in HR function (n=93)**Small base size; interpret with caution.C5. What is the ratio of HR employees to all other employees in your organization?

Mean1:961:97

Median1:501:80

Dec 2018 (n=98)*June 2019 (n=69)*

Saskatchewan


RESPONDENT PROFILE

ORGANIZATION SIZE For the purposes of this report, small organizations are defined as those having fewer than 100 employees (of all types), medium organizations as those having between 100 and 999 employees, and large organizations as those employing 1,000 or more employees. The average number of employees for organizations across Saskatchewan is 2,786, while the median is 225.

Number of Employees

Base: Employed in HR function C2. How many people (both full time and part time) does your organization have in the province of {S1}.

All EmployeeTypes

Small<100

Medium100 to 999

Large1,000+

Employees

Small<100

Medium100 to 999

Large1,000+

Contractors/Temporary

Small<100

Medium100 to 999

Large1,000+

21%

53%

26%

25%

49%

26%

69%

18%

6%

21%

55%

23%

23%

55%

22%

63%

18%

5%

Mean2,6892,385

Median203200

Mean154188

Median2017

Mean2,7862,491

Median225225

Dec 2018 (n=132)June 2019 (n=106)

Saskatchewan


DEMOGRAPHICS Respondents were also distributed across a wide range of roles in the organization as well as sectors and organization type. Just under half (46%) have at least some unionization among their employees.

Organization Role

Base: All respondents C1. Which option best describes your role in your organization?

Manager/Supervisor

HR Generalist

Specialist

Director/AVP

HR Business Partner/Senior HR Business Partner

Consultant

Coordinator/Administrator

VP

SVP/C-level

HR Instructor

Non-HR function

Other

23%

18%

12%

11%

9%

9%

6%

3%

2%

2%

1%

2%

16%

22%

5%

11%

19%

10%

4%

7%

1%

1%

1%

3%

Dec 2018 (n=135)June 2019 (n=123)

Organization Sector

Base: Employed in HR function C3. What sector does your organization operate in? If you are a consultant to multiple firms, please select all of the applicable areas.

Finance and insurance

Public administration and government

Education services

Retail and wholesale trade

Healthcare and social assistance

Manufacturing

Construction

Mining

Professional, scientific, and technical services

Oil and gas

Hospitality and food services

Agriculture and forestry

Transportation and warehousing

Utilities

Real estate, rental and leasing

Information and cultural industries

Arts and entertainment

Other services

17%15%

11%10%

9%8%8%

7%4%4%

3%3%3%3%

1%0%0%

11%

14%13%14%

11%13%

11%7%

5%13%

4%8%8%

3%3%

2%5%

3%9%

Dec 2018 (n=133)June 2019 (n=112)

Saskatchewan


Type of Organization

Base: Employed in HR function C3a. My organization is a...

Private firm

Crown Corporation or Government Agency

Federal, provincial or municipal government department

Not-for-profit

Academic institution

Publically traded firm

Canadian subsidiary of an internationally headquartered company

Union

48%

16%

10%

9%

8%

6%

4%

0%

39%

13%

12%

17%

8%

8%

2%

1%

Dec 2018 (n=132)June 2019 (n=113)

Organization Union Status

Base: Employed in HR functionC3b. Which of the following best describes your organization?

NET: Any Unionization

Does not have any unionized employee units/locations/environments

Has at least one unionized employee unit/location/environment

Is fully unionized

46%

54%

29%

16%

51%

49%

28%

23%

Dec 2018 (n=132)June 2019 (n=112

Saskatchewan


CONTACT INFORMATION For inquiries regarding the survey and analysis, contact: Nicole Norton Scott, CPHR Executive Director & Registrar Chartered Professionals in Human Resources of Saskatchewan Phone: 306.242.2747Email: [email protected]

For inquiries regarding the methodology and survey tool, contact:

Daile MacDonald

Research Director, Insights West Phone: 403-926-3192 Email: [email protected]

ABOUT THE ORGANIZATION Chartered Professionals in Human Resources of Saskatchewan The Chartered Professionals in Human Resources of Saskatchewan (CPHR SK) is the premier professional association for human resource professionals and is the Chartered Professional in Human Resources (CPHR) granting body within the Province of Saskatchewan.

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