2016-2017 PEILCC Annual Report

organization in fiscal 2017. Employee engagement will continue to be a top priority for the PEILCC, as the benefits of engaged employees have tremendous impacts on business outcomes, not least of which is a workforce that is satisfied and excited to be part of the PEILCC family. The PEILCC has also realized continued success in fostering high levels of workplace wellness and safety over fiscal 2017. In addition to efforts in employee engagement and the provision of OH&S training, new disability management initiatives has allowed the PEILCC to realize continued decreases in illness-related absenteeism (down 44% from 2012 levels) and workplace accidents leading to lost time (down 18% since 2015). A healthy workforce is extremely important to the PEILCC, particularly given the physically demanding work involved in many operational processes. Continued effort in this regard will be an ongoing priority moving forward.

Opportunities and Challenges Ahead:

Nearing the end of fiscal 2017, the PEILCC HR Division completed an extensive internal and external analysis of the environment within which the PEILCC operates. This analysis placed specific focus on factors that had direct or indirect impacts on the PEILCC workforce over the short, medium, and long-term (e.g. strategic objectives, organizational structure, demographic composition, engagement scores, workplace wellness, external labour market, etc.).

From this analysis, the PEILCC’s first ever Three-Year Strategic People & Culture Plan was developed. This plan takes on three (3) overarching themes as follows:

1. People Capacity & Organizational Design; 2. Engaging People; and 3. Workplace Wellness & Corporate Culture.

The objective of this plan, as is such in the traditional HR Planning context, is to foster an engaged workforce that is aligned with the strategic objectives of the organization. Through the effective implementation of this Three-Year Strategic People & Culture Plan, the PEILCC has the opportunity to enhance its ability to accomplish these goals. The challenge, as is the case with any substantial corporate endeavor, is facilitating the individual and organizational change required to be successful. Engaging employees in a cultural shift requires dedicated leaders who recognize the need to evolve, and believe it the organization’s vision for the future.

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PEILCC 2016-2017 Annual Report