Employee Engagement SaskEnergy recognizes the importance of engaging its employees. Through initiatives such as the Leadership Network and Leadership Development Program, as well as all-employee meetings and various training and development opportunities, the Corporation has made positive strides in developing leadership skills at all levels that foster employee engagement. In consideration of current restraint measures, SaskEnergy cancelled plans for its externally delivered Hay Survey. Although the benchmarking of results with this survey tool were not available, other methods were used to seek employees' feedback and assess engagement levels in 2016-17. Those methods included feedback provided during leaders meetings as well as small group and individual discussions. These informal indicators remained largely positive throughout the year. As well, employees were invited to provide feedback through a brief internal pulse survey, which confirmed that employee pride in working for SaskEnergy remains strong and that SaskEnergy’s commitment to a safe and healthy work environment is well understood and endorsed by employees. Employee recognition and appreciation as well as open, honest communication remain areas that require continuing attention. The Corporation intends to return to an externally-provided employee survey tool with relevant benchmarks as SaskEnergy considers employee engagement a critical aspect of its continued success. Workforce Diversity SaskEnergy sees workforce diversity as a key business success measure, in line with Crown Sector Strategic Priorities, and strives to build a workforce reflective of Saskatchewan’s population by providing equal opportunity to qualified people, recognizing that First Nations, Métis and youth represent a large portion of Saskatchewan’s current and future labour force. SaskEnergy’s successful workforce transition strategies are reflected in the consistently strong results related to the percentage of youth employed by the Corporation. This has been an area of strategic focus for the Corporation for several years; however, recent results are being impacted by the restraint measures and the limited opportunity to hire employees. The 2016-17 result for First Nations/Métis representation is slightly lower than the Saskatchewan Human Rights Commission target due primarily to the lack of new hiring activity in response to the fiscal restraint.
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2016-17 ANNUAL REPORT SASKENERGY
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