The Workplace Survey: Workplace Practices

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Labour Statistics Division

If necessary, please make address label corrections in the boxes below

Legal Business Name

Operational Business Name (if different from legal business name)

  • Contact Person
    • First Name
    • Last Name
  • Address
  • City
  • Province
  • Postal Code

Preferred Language of Correspondence

  • English
  • French

Survey Objective

The Workplace Survey will provide valuable information on the best practices of businesses by looking at the characteristics that help firms succeed. It will collect information from Canadian employers on a range of workplace issues. Survey results will provide unique insights into the relationship between employment practices and labour demand, as well as information on job vacancy, skill shortages, training and human resource practices. You as the respondent will benefit from completing this questionnaire by having the ability to benchmark your company against other companies in the same industry.

Confidentiality

Statistics Canada is prohibited by law from publishing any statistics which would divulge information relating to any identifiable business without the previous written consent of that business. The data reported on this questionnaire will be treated in strict confidence. They will be used exclusively for statistical purposes and will be published in an aggregate form only.

Your Participation

The participation of your business in this survey is critical to ensure that the results are an accurate reflection of your industry, region and type of business. As with most business surveys conducted byStatistics Canada, this survey is mandatory. We thank you for your understanding and support.

Instructions

Please fill out this questionnaire and return it to Statistics Canada within the next 15 days using the self addressed envelope. If you have any difficulty answering specific questions, do not hesitate to phone 1-866-445-4323.

Coverage

Please complete this questionnaire for the business location appearing on the label of this questionnaire. For the purpose of this survey, “location” refers to the specific address appearing on the label of this questionnaire.

Record Linkages

To enhance the data from this survey, Statistics Canada may combine it with information from other surveys or from administrative sources.

Need Help?

We would be happy to answer any questions you might have. The telephone number is: 1-866-445-4323.

You may also visit Statistics Canada’s website at www.statcan.gc.ca for this questionnaire and FAQ’s.

Concepts and definitions for your reference.

Employee

Paid employees including full-time, part-time, permanent, non-permanent and seasonal employees, of this location receiving a T4 statement from Canada Revenue Agency who work on-site or off-site and employees who are on paid leave.

Please do not include employees who only receive a T4A statement.

Full-time employee: An employee working 30 or more hours per week.

Part-time employee: An employee working less than 30 hours per week.

Permanent employee: An employee who has no set termination date (include tenured teachers).

Non-permanent employee: An employee who has a set termination date or an agreement covering the period of employment (temporary, seasonal or casual).

Independent Contractor

A person providing products or services under contract at your location but for whom the completion of a Canada Revenue Agency T4 statement is not required. This person may be an employee of another business or a home worker (computer consultant, piecework seamstress.). Some independent contractors may receive a T4A statement from your location.

Managers

Include: President(s), executives, senior managers and managers that receive a T4 statement.

Senior Managers

Include the most senior executive in the workplace and other senior managers whose responsibilities would normally span more than one internal department. Most small workplaces would only have one senior manager. Examples: president of single location company; retail store manager; plant manager; senior partners in business services firms; production superintendent; senior administrator in public services enterprise; as well as vice-presidents, assistant directors, partners and assistant administrators whose responsibilities cover more than one domain.

Managers

Managers generally report to senior management and are responsible for a single domain or department. This category would normally include assistant directors or the equivalent in small workplaces. Examples: department heads or managers (engineering, accounting, R&D, personnel, computing, marketing, sales, etc.); heads or managers of specific product lines; junior partners or assistant administrators with responsibilities for a specific domain; and assistant directors in small locations (without an internal department structure).

Professionals

Employees whose duties would normally require at least an undergraduate university degree or the equivalent. Examples: medical doctors, lawyers, accountants, architects, engineers, economists, science professionals, psychologists, sociologists, registered nurses, marketing and market research professionals, nurse-practitioners and teaching professionals, professors and teaching assistants. Include computing professionals whose duties would normally require a minimum of an undergraduate degree in computer science. Include professional project managers and supervisors not included in senior managers.

Technical/Trades

Technical/Semi-Professional Workers

Employees whose duties would normally require a community college certificate/diploma or the equivalent and who are not primarily involved in the marketing/sales of a product or service. Examples: technologists, lab technicians, registered nursing assistants, audio-visual technicians; trained caregivers; technology trainers; legal secretaries and draftspersons. Include computer programmers and operators whose duties would normally require a community college certificate or diploma. Include semi-professional project managers and supervisors not included in managers and professionals.

Trades/Skilled Production, Operation and Maintenance

Non-supervisory staff in positions requiring vocational/trades accreditation or the equivalent. Examples: construction trades, machinists, machine operators, stationary engineers, mechanics, beauticians/barbers/hairdressers, butchers and repair workers that do not normally require a post-secondary certificate or diploma.

A certificate of qualification for a skilled trade is considered a post-secondary certificate. These certificates are issued following the completion of an apprenticeship program. There are a lot of skilled trades that do require a post-secondary certificate (electrician, power line technician, etc.).

Sales/Marketing

Non-supervisory staff primarily engaged in the sales/marketing of products or services. Examples: retail sales clerks, waiters/waitresses, telemarketers, real estate agents, insurance agents and loans officers. Exclude employees whose duties require a university degree and professional accreditation (professionals), those whose duties require a community college certificate/diploma (technical/trades) and those whose duties are primarily supervisory (managers).

Administrative/Clerical

Non-supervisory staff providing clerical or administrative services for internal or external clients. Examples: secretaries, office equipment operators, filing clerks, account clerks, receptionists, desk clerks, mail and distribution clerks, bill collectors and claims adjusters. Duties do not normally require post-secondary education or responsibility for marketing or sales.

Production or Service Workers with no Trade/Certification

Non-supervisory staff in production, maintenance or service positions that require no vocational/trades accreditation or the equivalent in on-the-job training. Examples: assemblers, packers, sorters, pilers, machine operators, transportation equipment operators (drivers), warehousemen, cleaning staff, food service counter attendants, doormen and service station attendants. Jobs in this category require no more than a one-month training for someone with no trade or vocational accreditation.

Other

If you have a large number of employees who do not correspond to any of the above categories, please list their occupation(s) in the space provided below.

The Workplace Survey

For the purpose of this survey, “location” refers to the specific address appearing on the label of this questionnaire. Please consult the label and report for only this address. Do not combine information with any other location. If there is a question you cannot answer for the specified address, please skip to the next one.

Section A: Workforce Characteristics

Demographics

This section includes questions relating to the characteristics of the employees at this location.

A1. Was this location in operation during the entire 12-month period between January 1, 2010 and December 31, 2010?

  • Yes Go to Question A2
  • No Specify period of operation
    From: (yyyy/mm/dd)
    To: (yyyy/mm/dd)

A2. In the last pay period of December 2010 and December 2009, how many employees receiving a T4 statement were employed at this location?

Please see the definitions in the box below.

  • December 2010 (If your answer is zero, we thank you for you cooperation. Please return the questionnaire using the enclosed postage paid envelope).
  • December 2009

Employee: Paid employees including full-time, part-time, permanent, non-permanent and seasonal employees, of this location receiving a T4 statement (but not a T4A statement) who work on-site or off-site and employees who are on paid leave.

Do not include Independent Contractors.

Independent Contractor: A person providing products or services under contract at your location but for whom the completion of a Canada Revenue Agency T4 statement is not required. This person may be an employee of another business or a home worker (computer consultant, piecework seamstress, etc.). Independent contractors should not be included in Questions A1 to A9. Independent contractors may receive a T4A statement from this location.

A3. Of the total number of employees in December 2010, as reported in Question A2, how many were male and how many were female?  

Please include only employees receiving a T4 statement from this location.

  • Male
  • Female

A4. Of the total number of employees in December 2010, as reported in Question A2, how many were in the following categories?

If you are unable to provide an actual gender breakdown, your best estimate is acceptable.
Please include only employees receiving a T4 statement from this location.

Male
Female
Total

  • Under 25 years of age
  • 25 to 44 years of age
  • 45 to 54 years of age
  • 55 to 64 years of age
  • 65 to 69 years of age
  • 70 years of age and older

All employees
Please make sure that the totals reported here agree with the totals reported in Questions A2 and A3.

A5. Of the total number of employees in December 2010, as reported in Question A2, how many were in the following categories?

If you are unable to provide an actual gender breakdown, your best estimate is acceptable.
Please include only employees receiving a T4 statement from this location.

Full-time employee: An employee working 30 or more hours per week.
Part-time employee: An employee working less than 30 hours per week.
Permanent employee: An employee who has no set termination date (include tenured teachers).
Non-permanent employee: An employee who has a set termination date or an agreement covering the period of employment (temporary, seasonal or casual).

Male
Female
Total

  • Permanent employees
    Full-time
    Part-time
  • Non-permanent employees
    Full-time
    Part-time
  • All employees
    Please make sure that the totals reported here agree with the totals reported in Questions A2 and A3.

A6. Of the total number of employees in December 2010, as reported in Question A2, how many were in the following categories?

If you are unable to provide an actual gender breakdown, your best estimate is acceptable.
Please include only employees receiving a T4 statement from this location.

Male
Female
Total

  • Managers
  • Professionals
  • Technical/Trades
  • Sales/Marketing
  • Administrative/Clerical
  • Production or Service Workers with no Trade/Certification
  • Other
  • All employees
    Please make sure that the totals reported here agree with the totals reported in Questions A2 and A3.

A7. Of the total number of employees in December 2010, as reported in Question A2, how many generally worked in the following categories:

If you are unable to provide an actual gender breakdown, your best estimate is acceptable.
Please include only employees receiving a T4 statement from this location.

Male
Female
Total

  • On-site
  • At home
  • At another workplace (including travel for work)
  • Other

A8. Of the total number of employees in December 2010, as reported in Question A2, how many were in the following categories?

Please include only employees receiving a T4 statement from this location.

Full-time employee: An employee working 30 or more hours per week.
Part-time employee: An employee working less than 30 hours per week.

Covered by a collective agreement
Not covered by a collective agreement

  • Full-time
  • Part-time

If no employees were covered by a collective agreement, Go to Question A10
Otherwise, Go to Question A9.

A9. Of the employees covered by a collective agreement, as reported in Question A8, how many were in the following categories?

Please include only employees receiving a T4 statement from this location.

Full-time
Part-time
Total

  • Managers
  • Professionals
  • Technical/Trades
  • Sales/Marketing
  • Administrative/Clerical
  • Production or Service Workers with no Trade/Certification
  • Other

Temporary and Contractual Help

A10. In December 2010, did you have workers who did not receive a T4 statement from this location, such as employees from a temporary help agency or independent contractors?

  • Yes
  • No Go to Question A12

A11. Of the workers who did not receive a T4 statement from this location, how many were in the following categories in December 2010?

  • Workers receiving a T4 statement from a temporary help agency
  • Independent contractors
  • Volunteers
  • Other workers not receiving a T4 statement from this location

Independent Contractor: A person providing products or services under contract at your location but for whom the completion of a Canada Revenue Agency T4 statement is not required. This person may be an employee of another business or home worker (computer consultant, piecework seamstress, etc.).

A12. Of the total number of employees in December 2010, as reported in Question A2, how many were temporary foreign workers?

A temporary foreign worker is a foreign national working legally in Canada on a temporary work permit. If you do not have any temporary foreign workers, please report zero.

  • Number of temporary foreign workers

Seasonal Fluctuations

A13. In 2010, did the number of employees at this location fluctuate due to the seasonal nature of its activities?

Please exclude hires to replace employees on vacation or other leave.

  • Yes
  • No Go to Question B1

A14. If applicable, during which month(s) did the peak in employment occur?

Please check all that apply.

  • January
  • February
  • March
  • April
  • May
  • June
  • July
  • August
  • September
  • October
  • November
  • December

A15. What was the maximum number of employees at this location in 2010?

  • Number of employees

Section B: Job Vacancies And Labour Turnover

Job Vacancies

B1.Please complete the table below

Vacant positions on December 31, 2010

Include

A job is vacant if it meets all three conditions:

  • A specific position exists
  • Work could start within 30 days
  • You are actively seeking workers from outside this location to fill the position
    The position can be full-time or part-time, temporary, permanent, seasonal or on call, etc.

Exclude

  • Positions to be filled by promotion/demotion, internal transfers or recall from layoffs
  • Positions with start dates more than 30 days in the future
  • Positions for which employees have been hired, but the employees have not yet reported for work
  • Positions to be filled by employees of temporary help agencies, independent contractors or consultants

Hires
Include

A hire is any addition to your payroll from January 1 to December 31, 2010 and includes:

  • New hire or a previously separated rehire
  • Permanent, short-term and seasonal employees
  • Recall from layoff
  • Full-time and part-time employees
  • On-call employees who returned to work after having been formally separated
  • Workers who were hired and separated during the year
  • Transfers from other locations

Exclude

  • Transfers or promotions within this location
  • Employees returning from a strike
  • Independent contractors or consultants

Quits
Include

  • Voluntary separations from January 1 to December 31, 2010

Exclude

  • Retirements
  • Transfers to other locations

Layoffs and dismissals
Include
Involuntary separations from January 1 to December 31, 2010 and includes:

  • Layoffs with no intent to rehire (permanent)
  • Layoffs (employees expect to be recalled)
  • Dismissals/firings or other discharges for cause
  • Discharges resulting from mergers, downsizing or closings
  • Terminations of permanent, short-term, or seasonal employees

Retirements
Include

  • Retirements from January 1 to December 31, 2010

Other separations
Include

Other separations from January 1 to December 31, 2010

  • Transfers to other locations
  • Employee disability (long term)
  • Deaths

Total separations
Include

Add number of quits, layoffs, dismissals, retirements and other separations reported above.

Hires

B2. Of the total number of hires at this location in 2010, as reported in Question B1, how many were hired in the following categories?

Permanent employees
Non-permanent employees

  • Full-time
  • Part-time
  • All hires

Permanent employee: An employee who has no set termination date (include tenured teachers).

Non-permanent employee: An employee who has a set termination date or an agreement covering the period of employment (temporary, seasonal or casual).

B3. Please provide the job titles as well as a description of the most important activities or duties for the four most recently hired employees in 2010.

  • Job Title #1
    (daycare provider, factory worker, forestry technician)
  • Description #1
    (caring for children, stamp press machine operator, forest examiner)
  • Job Title #2
    Description #2
  • Job Title #3
    Description #3
  • Job Title #4
    Description #4

Separations

B4. Of the total number of separations at this location in 2010, as reported in Question B1, how many were in the following categories?

Permanent employees
Non-permanent employees

  • Full-time
  • Part-time
  • All separations

B5. Please provide the job titles as well as a description of the most important activities or duties for the four most recent separations, which are positions where an employee left your location in 2010 due to a quit, dismissal, layoff (permanent or temporary), retirement, death, or leave (disability, parental, etc.). 

  • Job #1
    (daycare provider, factory worker, forestry technician)
  • Description #1
    (caring for children, stamp press machine operator, forest examiner)
  • Job #2
    Description #2
  • Job #3
    Description #3
  • Job #4
    Description #4

B6. Focusing on the four most recent separations in 2010, please provide the reason for the separation.

Quit
Layoff or dismissal
Retirement
Other separation (transfer, death, etc.)

  • Job #1
  • Job #2
  • Job #3
  • Job #4

B7. Of the total number of separations at this location in 2010, as reported in Question B1, how many resulted in eliminated positions?

  • Number of eliminated positions

B8. Were there any temporary lay-offs in 2010 at this location?

Temporary lay-offs: laid-off employees who are expected to be recalled.

  • Yes
  • No Go to Question C1

B9. What was the number of person-days that employees spent on temporary lay-off in 2010?

  • Number of person-days

Number of person-days: number of employees affected multiplied by the number of days laid-off

OR

  • Number of employees affected
  • Number of days laid off

Section C: Hours of Work

C1. In a usual work week in 2010, how many male and female employees were in the following categories?

Please exclude overtime hours.

If you are unable to provide an actual gender breakdown, your best estimate is acceptable.
Please include only employees receiving a T4 statement from this location.

Male
Female
Total

  • No hours worked
  • (employees on leave or layoff)
  • Less than 15 hours worked
  • 15 to 29 hours worked
  • 30 to 34 hours worked
  • 35 to 40 hours worked
  • Over 40 hours worked
  • All employees

If you did not have any full-time employees in December 2010 Go to Question C5.

C2. In a usual work week in 2010, how many hours did full-time employees in the following categories work?

Regular hours
Total hours
(including overtime)

  • Managers
  • Professionals
  • Technical/Trades
  • Sales/Marketing
  • Administrative/Clerical
  • Production or Service Workers with no Trade/Certification
  • Other

C3. In a usual work week in 2010, how often did full-time employees in the following categories work overtime hours?

Never
Rarely
Sometimes
Often
Always

  • Managers
  • Professionals
  • Technical/Trades
  • Sales/Marketing
  • Administrative/ClericalProduction and Service Workers with no Trade/Certification
  • Other

C4. For full-time employees in the following categories in 2010, what was the most common method of compensation for overtime hours?

Hourly overtime premiums
Regular pay rate
Compensatory time off
Not compensated
Not applicable (no overtime)

  • Managers
  • Professionals
  • Technical/Trades
  • Sales/Marketing
  • Administrative/Clerical
  • Production and Service Workers with no Trade/Certification
  • Other

C5. In 2010 how many work days were lost at this location for the following reasons?

Please exclude paid vacation leave, maternity/parental leave, employees away on secondment or courses.

If you are unable to provide an actual gender breakdown, your best estimate is acceptable.
Please include only employees receiving a T4 statement from this location.

Male
Female
Total

  • Paid personal sickness or disability leave
  • Paid family related leave
  • Unpaid leave
  • Labour dispute (strike or lockout)

C6. Which level of government oversees the prevention and inspection of accidents and injuries of the employees in your workplace?

  • The federal government
  • The provincial government
  • Don't know

Section D: Labour Compensation

The following questions relate to items on your financial statements.

D1. What was the gross payroll for all employees at this location in 2010?  

Gross payroll is the total remuneration paid to employees before deductions. The amount should be equivalent to the sum of the taxable employment income reported in box 14 of the T4 statement and on the Canada Revenue Agency “Remittance Form for Current Source Deductions.”

Financial amounts should be rounded to the nearest dollar.

D2. What was the number of permanent (full-time and part-time) employees in the following annual earnings categories?

If you are unable to provide an actual gender breakdown, your best estimate is acceptable.

Basic annual rate categories

Male
Female
Total

  • $20,000 and below
  • $20,001 - $40,000
  • $40,001 - $60,000
  • $60,001 - $80,000
  • $80,001 - $100,000
  • $100,001 - $120,000
  • $120,001 and above

D3. For employees in the following categories, what was the minimum and the maximum annual salary?

Minimum
Maximum

  • Managers
  • Professionals
  • Technical/Trades
  • Sales/Marketing
  • Administrative/Clerical
  • Production or Service Workers with no Trade/Certification
  • Other
  • Overall

D4. Of the total number of employees in December 2010, as reported in Question A2, how many employees were earning the legal minimum wage?

If not applicable for your company, please report zero.

Number of employees earning legal minimum wage.

For information on minimum wage rates, please consult the Human Resources and Skills Development Canada web page at www.hrsdc.gc.ca/en/lp/spila/minwage.shtml.

D5. What was the total expenditure on non-wage benefits at this location in 2010?   

Non-wage benefits include but are not limited to health related benefits (dental care, life insurance), pay related benefits (severance, supplements to E.I.) or pension related benefits (pension plans, group RRSPs).

Include:

  • employer’s contributions to pension plans and group RRSPs
  • employer’s contributions to non-wage benefits
  • severance pay
  • compensation in kind other than stock plans
  • non-taxable allowances and benefits
  • recreational facilities provided by the employer
  • moving expenses paid by the employer
  • employee counselling services

Exclude:

  • contribution to CPP/QPP
  • contribution to Employment Insurance
  • provincial health taxes
  • worker’s compensation
  • regular wages and salaries, commissions, overtime pay
  • stock plans (purchase or ownership plans or stock options)
  • paid leave
  • piecework payments and special payments

Financial amounts should be rounded to the nearest dollar.

D6. What was the total training expenditure at this location, in 2010?

Include:

  • trainers’ salaries
  • contracts to vendors
  • tuition paid to schools or training institutions
  • training materials
  • travel or living costs for trainees and trainers
  • overhead or office costs for training

Exclude:

  • salary of the employees that were on training

Financial amounts should be rounded to the nearest dollar.

Reminder: Please report for this location only.

Section E: Non-wage Benefits

The questions in this section concern non-wage benefits provided by firms to employees.

Non-wage benefits include but are not limited to health related benefits (dental care, life insurance), pay related benefits (severance, supplements to E.I.) or pension related benefits (pension plans, group RRSPs).

E1. Which of the following pension benefits were available to employees at this location in 2010?

Please check all that apply.

Permanent employees
Available to full-time employees
Available to part-time employees

Available to non-permanent employees
Not available to any employee

  • Defined benefit pension plan
  • Defined contribution pension plan
  • Group RRSP

If no pension benefits were available to employees in 2010, please Go to Question E4.

Full-time employee: An employee working 30 or more hours per week.
Part-time employee: An employee working less than 30 hours per week.
Permanent employee: An employee who has no set termination date (include tenured teachers).
Non-permanent employee: An employee who has a set termination date or an agreement covering the period of employment (temporary, seasonal or casual).

A defined-benefit pension plan is a Registered Pension Plan (RPP) under which the pension that employees will receive at retirement is determined by a formula, usually based on earnings and years of service (2% of earnings for each year of service).

A defined-contribution pension plan is an RPP under which the pension that employees will receive at retirement depends on the amount of contributions accumulated with investment income (contrary to defined benefit plans, it is the annual contribution that is defined, not the benefit received by employees).

A group Registered Retirement Savings Plan (RRSP) is an employer-sponsored retirement savings plan, similar to an individual RRSP, but administered on a group basis by the employer. Employee contributions are often matched by the employer.

E2. In 2010, at this location, what type of pension plan covered the largest number of employees?

Please check one item only.

  • A defined-benefit registered pension plan
  • A defined-contribution registered pension plan
  • A group registered retirement savings plan (RRSP)
  • A defined-benefit registered pension plan combined with a group RRSP
  • A defined-contribution registered pension plan combined with a group RRSP

E3. How many employees at this location were covered by the pension plan identified in Question E2?

  • Number of employees covered

E4. Which of the following benefits were available to employees at this location in 2010?

 Please check all that apply.

Permanent employees
Available to full-time employees
Available to part-time employees

Available to non-permanent employees
Not available to any employee

  • Stock purchase or other savings plan
  • Disability insurance
  • Supplemental medical insurance
  • Dental care
  • Life insurance
  • Severance pay
  • Supplements to Employment Insurance benefits (parental, layoff)
  • Other, specify:

E5. In 2010, how many days of paid annual vacation leave were employees in the following categories entitled to?

Please report for permanent employees working 30 or more hours per week at this location. Report the average number of days for each of the following categories.

Days

  • Employees with 1 year of continuous service
  • Employees with 3 years of continuous service
  • Employees with 5 years of continuous service
  • Employees with 10 years of continuous service
  • Employees with 20 years of continuous service

E6. In 2010, how many days or weeks of the following types of paid leave would an employee be entitled to after completing 1 year of continuous service?

Please report for permanent employees working 30 or more hours per week only, at this location. Report the average number of days or weeks for each of the following categories.

For any type of leave that is not offered, or is given on a case-by-case basis, please report zero.

Days

  • Annual paid sick leave
  • Annual paid family-related and/or personal leave
  • Paid bereavement leave
  • Other paid leave, please specify

Paid supplementary maternity/parental/adoption leave (top up to Employment Insurance)
Paid long-term care giving leave
Paid education leave

  • Weeks

Section F: Employee incentives and assistance programs

F1. In 2010, were any of the following incentives offered to employees at this location?

Please check all that apply.

  • Individual incentives: incentives that reward individuals on the basis of individual output or performance, such as bonuses, commissions and piece-rates.
  • Merit pay and skill-based pay: reward or honour given for superior performance, greater abilities or expertise that comes from training, practice, etc.
  • Group incentives: incentives that reward individuals on the basis of group output or performance, such as productivity or quality gain sharing.
  • Profit-sharing plans: plans by which employees receive a share of the profits from this location.
  • Employee stock plans: employee stock purchase plans, ownership plans or stock options.

If none of the above-mentioned incentives were offered, please Go to Question F3.

F2.For employees in the following categories, which types of incentives were offered in 2010?

Please check all that apply.

Individual incentive
Merit pay and skill‑based pay
Group incentives
Profit-sharing plans
Employee stock plans

  • Managers
  • Professionals
  • Technical/Trades
  • Sales/Marketing
  • Administrative/Clerical  
  • Production or Service Workers with no Trade/Certification
  • Other

F3. In 2010, were employeesat this locationoffered the opportunity to work at home?

An employee who works at home carries out all or part of his/her duties at home or in another location of his/her choice, other than the workplace of the employer.

  • Yes
  • No Go to Question F5

F4.What was the proportion of employees who worked at home or in another location in 2010?

  • Less than 10%
  • 10% to 24%
  • 25% to 49%
  • 50% to 74%
  • 75% or more

F5. In 2010, were employeesat this location offered the opportunity to work a compressed work week?

An employee working a compressed work week works longer hours each day to accumulate time-off.

  • Yes
  • Go to Question F7

F6.What was the proportion of employees who worked a compressed work week in 2010?

  • Less than 10%
  • 10% to 24%
  • 25% to 49%
  • 50% to 74%
  • 75% or more

F7. In 2010, were employeesat this location offered the opportunity to work flexible hours?

An employee working flexible hours works a certain number of core hours, but he/she can vary the start and stop times as long as he/she works the equivalent of a full work week.

  • Yes
  • No Go to Question F9

F8.  What was the proportion of employees who worked flexible hours in 2010?

  • Less than 10%
  • 10% to 24%
  • 25% to 49%
  • 50% to 74%
  • 75% or more

F9. In 2010, were employees at this location offered any of the following services?
Please check all that apply.

  • Childcare assistance (an on-site centre, assistance with external caregivers, etc.)
  • Employee assistance programs (counselling, financial assistance, etc.)
  • Elder care
  • Fitness and recreation services (on-site or off-site)
  • Wellness programs or services (health, nutrition, stress management, etc.)

Section G: Skills gaps, hiring practices and training activities

Skills Gap: A lack of skills, work experience or qualifications among workers already employed in a job.

Skills Shortages: Skill shortages exist when employers are unable to fill or have considerable difficulty in filling vacancies for an occupation.

G1. In 2010, were any of the employees at this location under-performing because they lacked the following skills?

Please check all that apply.

  • Reading skills
  • Writing skills
  • Oral communicationskills
  • Interpersonal skills/working with others
  • Document use skills (reading manuals, forms, maps, lists, schedules)
  • Numeracy skills (basic math and arithmetic)
  • Thinking/analytical skills
  • Basic computer skills (creating and saving documents)
  • Managerial/supervisory skills (coaching, leadership)
  • Technical, practical or job-specific skills
  • Sales/marketing skills
  • Other, specify:

If there were no skills gaps identified, please Go to Question G7.

G2. For the skills gap(s) listed in Question G1, what were the causes?

Please check all that apply.

  • Lack of relevant experience
  • Technological/organizational change
  • Lack of proficiency in English or French
  • Lack of training or education
  • Lack of resources to train and develop staff (time or money)
  • Recent recruits/not enough on-the-job experience
  • Inability to adapt foreign experience
  • Lack of motivation
  • Do not know
  • Other, specify:

G3.For the skills gap(s) identified in Question G1, what were the impacts?

Please check all that apply.

  • Loss of business to competitors
  • Delay in developing new products or services
  • Difficulties meeting quality standards
  • Increased operating costs
  • Difficulties introducing new work practices
  • Increased workload for other staff
  • Outsourcing of work
  • Decreased productivity
  • Increased accident rate
  • Increased interpersonal conflicts
  • Other, specify:

G4.Which of the followingactions were taken, in 2010, to deal with these skills gaps?

Check all the actions that were taken to address skills gaps
Which one was the most successful?

  • Increase in formal training or courses
  • Increase in informal or on-the-job training
  • Mentoring
  • Increase in supervision
  • Increase in job rotation
  • Dismissal of employees
  • Increase in the hiring of skilled employees

G5.Which of the followingactions were taken to reduce the skills gaps of new employees hired at this location in 2010?

Check all the actions that were taken to reduce the skills gaps
Which one was the most successful?

  • Increase in formal training or courses
  • Increase in informal or on-the-job training
  • Mentoring
  • Increase in supervision
  • Increase in job rotation

G6. In 2010, how many employees at this location required skills upgrading or training, excluding orientation, to be able to perform satisfactorily?

New employees(hired in 2010):

  • Number

Other employees(hired prior to 2010):

  • Number

If there were no employees hired in 2010, please Go to Question G11.

Hiring Practices

G7. In 2010, what were the skills and qualifications looked for in new employees and which were difficult to find when hiring at this location?

Skills looked for in new employees
Skills that were difficult to find

1. Reading skills

2. Writing skills

3. Oral communication skills

4. Interpersonal skills/working with others

5. Document use skills (reading manuals, forms, maps, lists, schedules)

6. Numeracy skills (basic math and arithmetic)

7. Thinking/analytical skills

8. Basic computer skills (creating and saving documents)

9. Managerial/supervisory skills (coaching, leadership)

10. Technical, practical or job-specific skills

11. Sales/marketing skills

Education

12. High school diploma

13. Some postsecondary education

14. Trade certificate

15. College diploma

16. Undergraduate degree

17. Professional accreditation (CA/CMA/CGA, LLB, MA, MD, PEng,Ph.D, etc.) or Graduate Degree

18. Work experience

19. Work attitude or work ethic

20. Other, specify:

G8.Which one of the skills or qualifications identified in Question G7 above was the most important and which was the most difficult to find when hiring in 2010?

Please indicate the number from Question G7 associated with the skill or qualification identified above.

  • Most important
  • Most difficult to find

G9. For employees hired in 2010, please identify the most common hiring method for each of the following categories of employees below.

Please check only one hiring method for each category of employees.

Managers
Professionals
Technical/Trades
Sales/Marketing
Administrative/Clerical
Production/ service workers
Other

  • Head hunters or personnel agency
  • Corporate internet site
  • Internet job postings sites
  • Newspaper ads
  • User groups, trade or professional association publications/sites
  • Government employment centers
  • On-site recruitment at schools, colleges and universities
  • Word of mouth/personal contacts/ referrals/informal networks
  • Job signs/posters
  • Unsolicited resumes
  • Job fairs
  • Other

G10.Were employees hired in 2010 at this location required to:

Please check all that apply.

  • Attend a personal interview
  • Supply references
  • Take skills tests (including specific skills, job specific knowledge and general knowledge)
  • Take aptitude or personality tests
  • Pass a security check
  • Undergo a medical examination
  • Other, specify:

Training Activities

Unstructured or informal training: Unstructured or informal training includes situations in which employees learn by observing others doing the job or are shown how to do a job in a one-on-one situation. Examples of informal or unstructured training may include showing or explaining how to perform a task on-the-job as the need arises, acquiring knowledge/skills relevant to a job through reading manuals, training notes, discussion, mentoring or coaching.

Structured or formal training: Structured or formal training activities (on-site or off-site) include all types of training activities that have a pre-defined objective. Examples include seminars, lectures, workshops, audio-visual presentations and structured on-the-job training.

G11. Were any of the following types of training provided to employees at this location in 2010?

  • Unstructured or informal training only
  • Structured or formal training only.
  • Both
  • No training was provided Please go to Question G24

G12.What were the reasons for providing training?

Please check all that apply.

01 To provide skills specific to the workplace
02 To upgrade employee skills in response to changes in technology or production methods
03 To improve employee efficiency
04 To meet health and safety requirements or regulations
05 To fulfill requirements of other laws or regulations
06 To comply with collective bargaining requirements
07 To help retain employees
08 Other reasons

G13.Which one of the reasons identified in Question G12 was the most important reason for providing training to the employees of this location in 2010.

G14. In 2010, in which of the following areas was training provided?

Please check all that apply.

Unstructured/informal training
Structured/formal training

1 Orientation for new employees
2 Reading skills
3 Document use skills (reading manuals, forms, maps, lists, schedules)
4 Numeracy skills (basic math and arithmetic)
5 Writing skills
6 Oral communication skills
7 Thinking/analytical skills
8 Basic computer skills (creating and saving documents)
9 Job or industry specific computer hardware or software skills
10 Office machinery and equipment skills (excluding computers)
11 Non-office machinery and equipment skills
12 Managerial/supervisory training (coaching, leadership)
13 Professional training
14 Sales/marketing skills
15 Technical, practical or job-specific skills (apprenticeship training)
16 Group decision-making, problem solving, interpersonal skills/working with others
17 Occupational health and safety, environmental protection
18 Personal development (communication, stress management)
19 Other, please specify:

Unstructured/informal Training
Structured/formal Training

G15 Which one of the areas of training provided in 2010 identified in Question G14 was most important.

G16. In 2010, how many employees in the following categories received structured or formal training and what was the average number of days of training per employee?

Number of employees
Average number of days of training per employee

  • Managers
  • Professionals
  • Technical/Trades
  • Sales/Marketing
  • Administrative/Clerical
  • Production or service workers with no trade/certification
  • Other

G17. In 2010, how many employees in the following categories received unstructured or informal training and what was the average number of days of training per employee?

Number of employees
Average number of days of training per employee

  • Managers
  • Professionals
  • Technical/Trades
  • Sales/Marketing
  • Administrative/Clerical
  • Production or service workers with no trade/certification
  • Other

G18. In 2010, did this location assist or reimburse employees for job related training taken outside of their paid working hours?

Please include direct reimbursements, help with registration, arranging travel and offering salary incentives.

  • Yes
  • No Go to Question G20

G19.How many employees did this location assist or reimburse in 2010?

  • Number

G20. Has performance at this location improved as a result of the training provided to employees in 2010?

  • Not at all
  • Somewhat
  • Moderately
  • A great deal
  • Don’t know

G21. Did this location provide as much training as they would have liked in 2010?

  • Yes Go to Question G24
  • No
  • Don’t know Go to Question G24

G22.Which of the following factors prevented this location from providing the amount of training they would have liked in 2010?

Please check all that apply.

  1. Lack of funds for training/cost of training
  2. Time/operational constraints
  3. Employees did not want training
  4. A lack of internal, external training providers
  5. Lack of knowledge about training opportunities and/or suitable courses
  6. Other, please specify:

G23.Which one of the factors identified in Question G22 was the most important factor that prevented this location from providing the amount of training they would have liked in 2010?.

G24. Will training be provided to employees at this location in 2011?

  • Yes
  • No Go to Question G26

G25.For which reasons would employees at this location need training in 2011?  Please check all that apply.

  • Reading skills
  • Document use skills
  • (reading manuals, forms, maps, lists, schedules)
  • Numeracy skills (math and arithmetic)
  • Writing skills
  • Oral communication skills
  • Managerial/supervisory skills (coaching, leadership)
  • Interpersonal skills
  • Basic computer skills (creating and saving documents)
  • Job or industry specific computer skills
  • Thinking/analytical skills
  • Technical, practical or job specific skills
  • Improve employee work efficiency/productivity
  • Upgrading skills due to changes in technology and/or production methods
  • Health and safety requirements
  • Other laws or regulations

G26. Would this location be willing to hire a new employee in 2011 with a skills gap and train him/her later?

  • Yes
  • No, do not expect to hire in 2011
  • No Go to Question H1

G27. In 2011, for which reasons would this location be willing to provide training to new employees?

Please check all that apply.

  • Reading skills
  • Document use skills (reading manuals, forms, maps, lists, schedules)
  • Numeracy skills (math and arithmetic)
  • Writing skills
  • Oral communication skills
  • Managerial/supervisory skills (coaching, leadership)
  • Group decision-making, problem solving, interpersonal skills
  • Basic computer skills (creating and saving documents)
  • Job or industry specific computer hardware or software skills
  • Thinking/analytical skills
  • Technical, practical or job specific skills
  • Office machinery and equipment use skills (excluding computers)
  • Non-office machinery and equipment use skills
  • Occupational health and safety, environmental protection
  • Professional certification/accreditation
  • Sales/marketing skills
  • Office administration skills
  • Personal development (communication, stress management)
  • Other skills, specify:

Section H: Occupational health and safety

H1. In 2010, were there any health and safety incidents or accidents at this location?

  • Yes
  • No Go to Question I1

H2. In 2010, for those health and safety incidents or accidents how many resulted in the following :

A minor injury (no time was lost or missed from work)

  • Number

A serious injury (time was lost from work)

  • Number

A fatality for an employee

  • Number

Section I: Employment equity policy

Employment equity is a comprehensive program designed to overcome employment disadvantage experienced by women, visible minorities, persons with disabilities and Aboriginal Peoples. Employment equity seeks to remove employment barriers by the implementation of special measures.

I1. In 2010, did you have a formal written policy on employment equity?

  • Yes
  • No Go to Question J1

I2. Did this policy explicitly mention equality of treatment or discrimination on any of the following grounds?

Please check all that apply.

  • Gender
  • Visible minority
  • First Nation, Inuit or Metis
  • Marital status
  • Disability
  • Age
  • Sexual orientation
  • Union membership
  • Other, specify:

I3. In 2010, were any of the following practices used?

Please check all that apply.

Based on gender
Based on ethnic background
Based on disability
Based on age  
Based on some other characteristic

  • Monitor recruitment and selection
  • Monitor promotions
  • Review pay rates

Section J: Retirement

J1. In 2010, did this location have any of the following programs or practices?

Please check all that apply.

  • Encourage early retirement?
  • Enable workers to make a gradual transition into retirement
    (shorter hours, shorter work weeks)
  • Encourage workers eligible for retirement to remain on staff longer
    (job re-assignments, financial incentives, special projects, special work arrangements).
  • Plan for leave due to retirement in the future
  • Plan for the replacement of retiring employees
  • Other, specify:

J2. In 2010,did you re-hire employees that had previously retired from this location?

Please include short-term positions.

  • Yes, as paid employees
  • Yes, as independent contractors or consultants
  • No

J3.Approximately how many employees at this location will retire in the next three years?

  • Expected number of retirees

Section K

K1. How much time was spent completing this questionnaire?

  • Hours
  • Minutes

K2. Does this business have of more than one location?

  • Yes
  • No Go to the end of the questionnaire

K3. In completing this questionnaire, did you combine information with any other location?

  • Yes
  • No Go to the end of the questionnaire

K4. Which locations did you report for?

  • This location Go to the end of the questionnaire
  • Some locations
  • All locations Go to the end of the questionnaire

K5.In what province(s) did the locations you reported for operate?

All locations
Some locations

  • Newfoundland and Labrador
  • Prince Edward Island
  • Nova Scotia
  • New Brunswick
  • Quebec
  • Ontario
  • Manitoba
  • Saskatchewan
  • Alberta
  • British Columbia

K6. In 2010, what percentage of the total employment of this company was attributable to the locations you reported for?

Please return the completed questionnaire to Statistics Canada in the accompanying self-addressed, pre-paid envelope within 15 days of receipt.

On behalf of Statistics Canada , we would like to thank you for taking the time to complete this questionnaire.

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