2016-2017 PEILCC Annual Report

Goal 5 People & Culture

Goal Build a customer-focused, high-performance work environment that results in greater employee involvement, development, innovation and creativity. 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 2015-2016

Target 2016-2017

Actual 2016-2017

Target 2017-2018

Target %

Training Hours per Employee - FTE

5.61

6.50

13.96

214.77%

10.00

EMPLOYEE EXCELLENCE Plan Completion Rate

N/A

100.00%

93.68%

93.68%

90.00%

Employee Engagement Index

79.50%

80.00%

79.52%

99.40%

80.00%

Employee Engagement Response Rate

61.50%

70.00%

94.09%

134.41%

75.00%

Employee Wellness Rate

97.61%

98.00%

98.23%

100.23%

98.00%

Lost-Time Frequency Rate

6.67

8.00

6.05

132.23%

8.00

Performance Highlights

In terms of training and development, the PEILCC continued to re-invest in its employees by providing them with a range of developmental opportunities over fiscal 2017. Through creative uses of funds and partnerships with service providers, the PEILCC surpassed its fiscal 2017 goal and provided almost fourteen hours of training time per employee FTE. In addition, the PEILCC developed and implemented an internal training and development fund to complement efforts made in performance management. This has lead to funds being tactfully 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.

From an employee engagement perspective, the PEILCC maintained its improvements in its overall employee engagement score, which totaled 79.52% in fiscal 2017. This is a slight improvement from its fiscal 2016 score of 79.50%, and is still a material improvement from its 2012 score of 70.10%. Success in this regard is attributed to the diligence of PEILCC leadership in the administration of the EMPLOYEE EXCELLENCE program which was piloted in fiscal 2016, and rolled out across the entire

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PEILCC 2016-2017 Annual Report