2 Q1: Which of the following best describes you? 1.Manager /
Team Leader 2.Executive or EX Equivalent 3.Aspiring Manager 4.Other
1 2 3 4
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33 Q2: I work in: 1.Atlantic Canada (NL, NS, NB, PE) 2.National
Capital Region 3.Central Canada outside the National Capital Region
(ON, QC) 4.Western Canada Region (MB, SK, AB, BC) 5.The North (YT,
NT, NU) 1 2 3 4 5
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44 Q3: In my current position, I have delegated authority for:
1.Finances only 2.Human Resources only 3.Both Human Resources and
Finances 4.Neither Human Resources nor Finances 1 2 3 4
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5 Q4: I believe my organization adequately equips new managers
with the competencies they require to do their job effectively.
1.Strongly disagree 2.Disagree 3.Neither agree nor disagree 4.Agree
5.Strongly agree 1 2 3 4 5
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6 Q5: I have the freedom and authority to do what I am
responsible to do. 1.Strongly disagree 2.Disagree 3.Neither agree
nor disagree 4.Agree 5.Strongly Agree 1 2 3 4 5
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7 Q6: My organization allows me to participate in activities
outside of my core responsibilities that pique my personal
interest. 1.Strongly disagree 2.Disagree 3.Neither agree nor
disagree 4.Agree 5.Strongly Agree 1 2 3 4 5
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8 Q7: Of the following, the main reason I might not address
performance management issues is: 1.Avoid conflict and not take
action 2.I am not sure of what I can and cannot do when addressing
PM 3.Not able to give employees training and support 4.I cannot
risk losing the employee 5.I deal with PM issues effectively 6.I do
not have PM responsibilities 1 2 3 4 5 6
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9 Q8: My organization is doing a good job of communicating
information around recent budget decisions. 1.Strongly disagree
2.Disagree 3.Neither agree nor disagree 4.Agree 5.Strongly Agree 1
2 3 4 5
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10 Q9: Is your organization streamlining rules and policies or
eliminating unnecessary ones? 1.Yes 2.No 3.Unsure 1 2 3
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11 Q10: What support or tools do you need most to cope with all
of the current and anticipated changes? 1.Stress Management
2.Better understanding of EAP services 3.Difficult conversations
and conflict resolution 4.Managing competing priorities 5.Workforce
planning 1 2 3 4 5
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12 Q11: As a manager I am fully aware of the policy on, and
possible implications of, the use of personal social media tools
such as Facebook or Twitter. 1.Strongly disagree 2.Disagree
3.Neither agree nor disagree 4.Agree 5.Strongly Agree 1 2 3 4
5
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13 Q12: I feel I have a good understanding of what it will be
like to work as a manager in the future Public Service. 1.Strongly
disagree 2.Disagree 3.Neither agree nor disagree 4.Agree 5.Strongly
Agree 1 2 3 4 5
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14 Q13: I believe that I have the competencies to effectively
lead and manage in a streamlined and modernized Public Service.
1.Strongly disagree 2.Disagree 3.Neither agree nor disagree 4.Agree
5.Strongly Agree 6.Not applicable 1 2 3 4 5 6
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15 Q14: As a manager, my biggest workforce challenge over the
next 12 to 24 months will be: 1.Providing employees affected by WFA
with advice and support 2.Running - Selection for Retention and
Layoff 3.Keeping employees motivated and engaged 4.Keeping a
positive frame of mind (personal mental health) 5.N/A I do not
anticipate significant impacts in my org. 6.N/A I do not have
people responsibility 1 2 3 4 5 6
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16 Q15: I am comfortable with hiring employees who have been
affected by workforce adjustment from the Priority Administration
System. 1.Strongly disagree 2.Disagree 3.Neither agree nor disagree
4.Agree 5.Strongly Agree 6.Not Applicable 1 2 3 4 5 6
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17 Q16: I am comfortable with managing the alternation process.
1.Strongly disagree 2.Disagree 3.Neither agree nor disagree 4.Agree
5.Strongly Agree 6.Not Applicable 1 2 3 4 5 6
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18 Q17: My organization has adequately equipped me to manage
Work Force Adjustment. 1.Strongly disagree 2.Disagree 3.Neither
agree nor disagree 4.Agree 5.Strongly Agree 6.Not Applicable 1 2 3
4 5 6
Slide 19
19 Q18: Please rate your level of engagement based on the
following scale: 1.Highly engaged 2.Engaged 3.Disengaged 4.Actively
disengaged 5.Not sure 1 2 3 4 5
Slide 20
Q19: Please rate your organization's level of engagement based
on the following scale: 1.Highly engaged 2.Engaged 3.Disengaged
4.Actively disengaged 5.Not sure 20 1 2 3 4 5
Slide 21
Q20: I work in an environment where I feel valued, can
acknowledge problems when they occur, and can ask for help when
needed. 1.Strongly disagree 2.Disagree 3.Neither agree nor disagree
4.Agree 5.Strongly Agree 21 1 2 3 4 5
Slide 22
Q21: I feel comfortable providing assistance, advice and
support to employees who experience personal or mental health
issues that affect their well-being at work. 1.Strongly disagree
2.Disagree 3.Neither agree nor disagree 4.Agree 5.Strongly Agree
6.Not Applicable 22 1 2 3 4 5 6
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Q22: As a manager, in order to effectively manage employee
illness, injury or disability, I would benefit most from: 1.Better
understanding of disability management 2.Policy and guidelines that
support early intervention and active case management 3.Access to
disability management advisors 4.Benefits and services that support
remaining at work 5.Access to data to better manage absence due to
illness 6.N/A, I do not manage staff. 23 1 2 3 4 5 6