Management’s Discussion and Analysis
Employee Experience SaskEnergy recognizes that its employees are critical to achieving its objectives and is committed to the attraction, retention and engagement of employees. Employee experience is primarily dependent on a positive corporate culture, supportive managers/ supervisors, trust in leadership and opportunities to perform meaningful work. SaskEnergy conducts an employee engagement survey every second year, with the most recent iteration completed late in 2024-25. The survey gauges SaskEnergy’s employee perceptions of various workplace dimensions with results compared against data from other public sector companies in Canada. Compared to the 2022-23 survey scores, results improved in all 19 work dimensions measured, with a nearly double digit increase in a number of dimensions. This included an eight per cent improvement in Overall Engagement. However, the score remained one per cent shy of the public sector benchmark which was its target. Action plans to focus on improvement of the organization’s key drivers of engagement will be developed as SaskEnergy strives to achieve its future goals. Vacancies Filled by Internal Applicants An additional new scorecard measure was introduced in 2024-25 to evaluate the number of vacancies filled by existing in-scope and out-of-scope employees. This is a benchmark of mobility and career opportunities inside the organization. Hiring internally supports employee retention and engagement, as internal candidates feel valued and motivated by the opportunity to grow and advance within the Corporation. Hiring internally also reduces time and costs given existing employees’ knowledge and experience, including their familiarity with people and processes. With 67 per cent of vacancies filled by internal applicants, the organization far exceeded its target of 52 per cent of internal hires, an indication of the strength of past development efforts.
Representative Workforce SaskEnergy’s goal is to continue to foster an inclusive work environment rooted in the belief that, through varying perspectives, better decisions are made, and better outcomes are achieved. The communities that SaskEnergy serve include people from diverse backgrounds, and the Corporation aspires to obtain a workforce reflective of that same diversity. Women in Management Roles was reported as 37 per cent in 2024-25, a decline from the 2023-24 results of 38.5 per cent and the 2024-25 target of 40 per cent. The percentage of Indigenous employees as a share of SaskEnergy’s workforce increased slightly to 13 per cent in the year, however it did not rise enough to meet its target of 13.5 per cent. The Saskatchewan Human Rights Commission’s recommended target is 15.2 per cent provincially, but SaskEnergy also recognizes that this demographic is trending higher in the province and as such is striving to meet a long-term target that exceeds it. SaskEnergy aims to provide opportunities to qualified people, and is committed to the attraction, retention and engagement of its employees. Maintaining 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 increasing diversity and inclusiveness in the workforce.
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