PEILCC Annual Report 2025

STRATEGIC TARGET • PEOPLE & CULTURE STRATEGIC TARGET Build a customer-focused, high-performance work environment that results in greater employee involvement, development, innovation and creativity. CORPORATE OBJECTIVES 1. Always recruit, retain, and develop the best people. 2. Foster a culture of performance, communication, and engagement. 3. Rigorously establish and promote a healthy, safe, and respectful workplace.

Actual 2023-2024

Target 2024-2025

Actual 2024-2025

Target % 2024-2025

Target 2025-2026

PERFORMANCE MEASURES Training Hours per Employee - FTE

20.34

10

24.15

241.5%

10

EMPLOYEE EXCELLENCE Plan

67.76%

90%

68.49%

76.1%

90%

Employee Wellness Rate

97.94%

98%

97.65%

99.6%

98%

Lost-Time Frequency

4.70

8

5.11

63.9%

8

PERFORMANCE HIGHLIGHTS

The PEILCC continued to re-invest in its employees training and development by providing them with a range of developmental opportunities over fiscal 2025. The PEILCC training hours per employee were up significantly from 20.34 hours in fiscal 2024 to 24.15 hours for fiscal 2025. This is partly a result of an emphasis on product knowledge courses facilitated through the PEILCC. More employees are also utilizing the PEI Public Service Commission’s training opportunities and offerings. We continue to offer Wine and Spirit Education Trust (WSET) training and the PEILCC Development & Training Fund continues to be utilized by staff along with the Union of Public Sector Employee and Public Service Commission Development & Training Fund. These funds are allocated to developmental opportunities that assist employees in achieving their personal career objectives, while simultaneously bridging individual performance gaps that collectively lead to increased levels of organizational success. The PEILCC had continued success in fostering high levels of workplace wellness and safety over fiscal 2025. Efforts in employee engagement and the provision of OH&S training, disability management initiatives appear to have led to a decrease in workplace accidents leading to lost time. The release of the new Respectful Workplaces policy has included information sessions for staff as well highlighting the importance of workplace respect and the importance of reporting issues and concerns. 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.

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PEILCC 2024-2025 Annual Report