MANAGEMENT’S DISCUSSION AND ANALYSIS
Physical Safety SaskEnergy continually strives to develop a ‘safety first’ work environment. Employee and public safety are at the core of every activity at SaskEnergy. Having each employee home safely at the end of every day is the Corporation’s top priority. SaskEnergy utilizes collaboration with industry peers and associations to understand best practices and uses this information to adopt new processes and procedures that align with leading practices. Safety culture is a growing area of focus for SaskEnergy and understanding how safety culture can be measured and effectively managed is pertinent. The Corporation’s approach is to utilize collaboration and the assistance of third-party consultants to accomplish this. Process Safety continues to be another area of emphasis by improving investigation processes to learn from incidents in order to prevent recurrences. A project is also underway to upgrade and enhance the corporate hazard reporting application. The Total Recordable Injury Frequency (TRIF) rate was 2.43 at the end of March 2018 (1.63 in 2016-17). This means there were 2.43 reportable injuries for every 100 employees. Based on the Canadian Gas Association (CGA) benchmark information, this result places SaskEnergy in the third quartile relative to its CGA counterparts. Employee Engagement SaskEnergy is striving to enhance and unify a positive culture with a more consistent ‘One Company, One Team’ approach after reorganizing and streamlining several business units around common work objectives. With the success built on having an aligned and engaged team, there is continued focus on building strong leaders and providing an overall positive employee experience. Employee engagement was last formally measured in 2013. An RFP process was recently completed with Executive Council to select a new service for gathering employee feedback. Plans are now underway to use a new survey tool to help focus efforts related to employee engagement and overall employee experience. SaskEnergy is evolving to a continuous feedback model beginning with a benchmarking survey and followed by ongoing feedback opportunities on a variety of topics through the entire employee lifecycle. Overall, employee performance remains strong, but management’s current sense is that resourcing limitations may be impacting energy levels, capacity and engagement. As part of the ongoing efforts to focus and develop leaders, SaskEnergy continues to use a variety of options including stretch assignments, coaching, mentoring, Leadership
Network discussions and internal learning sessions. As well as job-specific required training, certain discretionary job and competency-related training is also being selectively provided to support the ongoing development of employees. The Corporation plans to launch another intake of its internal Leadership Development Program later this year. As well, all employees are encouraged to have a personal development plan that targets specific areas for growth. Workforce Diversity In line with Crown Sector Strategic Priorities, SaskEnergy 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, 2017-18 results are lower than target as the focus on vacancy management has limited opportunities to hire employees.
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