Management’s Discussion and Analysis
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Employee Experience SaskEnergy recognizes that its employees are critical to its success. Employee experience is primarily dependent on a positive corporate culture, supportive managers/ supervisors, trust in leadership, and opportunities to perform meaningful work. SaskEnergy’s commitment to employee training and development prepares its workforce for the future and allows for stronger business outcomes, while enhancing its ability to recruit and retain talented individuals. SaskEnergy strives to create the conditions required for a positive employee experience. A biennial survey is used to gauge SaskEnergy employees’ perceptions of various workplace dimensions and compare those results against data from other companies in the public sector in Canada. The most recent survey was conducted March 2025, leading to leadership teams from across the company developing action plans and tracking the outcomes driven by those plans, with the goal to improvement and increased engagement among its workforce. The next survey is planned for March 2027. Safety Culture As one of its corporate values, SaskEnergy is committed to personal safety, the safety of its people and the public. SaskEnergy believes that a strong safety culture is critical to success — instilling safe practices in its operations, decision making and daily activities. SaskEnergy takes a continuous improvement approach to corporate safety, including actively engaging other agencies and industry associations in an effort to promote awareness and share learnings. The Safety Index includes two leading (predictors of good safety performance) and two lagging safety indicators, which are equally weighted at 25 per cent each when calculating the overall Safety Index score. While performance in the leading indicators — Hazard Near Miss Reporting and Management Time in Field — were strong, the 2025-26 index result did not meet the target of 100 per cent. A final score of 85 per cent was largely a result of the lagging indicators — Preventable Vehicle Collisions and Total Recordable Injury Frequency — being below the targeted performance. A large number of recorded injuries were the result of slips, trips and falls that occurred over the winter months, which typically have a lower injury severity. This is evidenced by our better-than-target injury severity rate in 2025-2026. While the frequency of injuries increased, the severity of these injuries was lower than expected. Management is reviewing the contributing factors and evaluating actions to be taken to return results to target.
Workforce Development SaskEnergy takes pride in its people. As one of Canada’s Top 100 Employers, the organization is committed to maintaining a representative workforce, to recognizing the value of our people, and investing in our team so they can meet customer needs and expectations. With more than 1,200 employees across Saskatchewan, the Corporation’s goal is to provide a workplace that offers challenging opportunities for growth within a safe and engaging environment where all ideas are valued, respected and welcomed. The Vacancies Filled by Internal Applicants is a measure of the number of jobs filled by existing in-scope and out-of-scope employees and is a benchmark of mobility and career opportunities inside the organization. The percentage of jobs filled internally in 2025-26 was 71 per cent, which remains well above the targeted benchmark, demonstrating a commitment to leveraging our internal talent for career opportunities. For the year, women accounted for 36 per cent of management roles, versus a benchmark of 41 per cent. The percentage of Indigenous employment at 12.1 remains below the targeted benchmark of 13.5 per cent. Women in Management Roles and Indigenous Workforce Representation remain priorities, as SaskEnergy continues to progress towards a more representative workforce. SaskEnergy aims to provide opportunities to qualified people, and is committed to the attraction, retention and engagement of its employees. A representative workforce will continue to be a priority as the recruiters and hiring managers, with support from all levels of the organization, remain committed to achieving our targets. Digital Transformation A new scorecard measure was introduced in 2025-26 to track the quantifiable benefits realized via technology adoption, implementation or advancement, as digital transformation is a strategic priority area. This is a cumulative metric and depends on work completed throughout the year. Reported benefits equate to $1.9 million; the majority of which is efficiency gains from automation and process improvements mostly focused on enhanced data and reporting.
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