Managing the Bubble 2015 Report
The demographics of crown corporation staff as of December 2015 including trends from 2007 to 2015
June 2016 Prepared by: Doug Elliott QED Information Systems Inc. 444 19th Avenue Regina, Saskatchewan S4N 1H1 Tel: 306-522-5515 Cell: 306-536-5131 Email: sasktrends@sasktel.net Internet: www.sasktrends.ca Background and Notes
• This is the 2015 version of a series of annual reports documenting research into the demographics of employees in Saskatchewan’s commercial crown corporations. Since the first Managing the Bubble report describing staff in 2001, the employee database has been updated annually to document employee demographics and to monitor trends over time.
• The database provides: • a “snapshot” of employment at the end of the calendar year; and • turnover that has occurred during the year.
• Over time, the database has changed to provide a more comprehensive measure of staff demographics and to reflect changes in the crowns that are subsidiaries to CIC. • For December 2001, only data for permanent full-time staff were collected. • For December 2002, coop/summer students and non-permanent staff were added to the database. The occupation (coded to the National Occupational Classification or NOC code) was also included as a data element. • For December 2003, the place of work was added. • SOCO was added in 2004. • SGC was added in 2007. • ISC was removed in 2013. • The occupational codes (NOC) were converted from the 2006 version to the 2011 version in 2014.
• Funding for human resource initiatives in the crowns to help “manage the bubble” (e.g. Gradworks) began in 2004.
June 2016 2015 Managing the Bubble Report 2 Background and Notes (continued)
• The inclusion of the Saskatchewan Gaming Corporation (SGC) in 2007 means that there was a noticeable break in the time series that year because employee demographics and turnover at SGC are dramatically different from those at other crowns. To deal with this and the statistical effect of removing ISC in 2013, the data in this report, unless otherwise indicated, describe: • only the most recent nine years from 2007 to 2015; and • the crowns excluding ISC.
• In some instances, the characteristics of crown staff and the positions they occupy are compared with those in the province as a whole. These comparisons use the Statistics Canada monthly Labour Force Survey (LFS) for comparison purposes. The LFS is a monthly telephone survey with a sample size of approximately 4,000 households in Saskatchewan. • The LFS statistics were derived by the author from survey microdata. • The LFS figures are annual averages whereas the crown data describes the situation at a point in time, namely December of the year. • Unless otherwise indicated, the LFS data includes the self-employed. • The LFS is not conducted among on-Reserve residents.
• As in previous versions, the crowns were asked to exclude employees who were on long-term disability.
• In some cases, rounding errors mean that percentages do not total exactly 100%.
June 2016 2015 Managing the Bubble Report 3 Staffing Categories and Class of Worker
as of December 31: 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 Permanent full time 8,908 8,903 8,860 8,940 9,022 9,574 9,658 9,777 9,704 9,694 9,833 9,856 9,898 9,985 Permanent part time 482 499 479 419 421 894 901 844 786 825 869 795 751 705 Contract/ term 807 530 525 560 583 575 636 620 582 603 538 537 638 431 Seasonal/ other 340 426 400 404 495 735 681 605 687 537 517 535 491 513 10,537 10,358 10,264 10,323 10,521 11,778 11,876 11,846 11,759 11,659 11,757 11,723 11,778 11,634 Coop and summer students during the course of the 516 515 461 477 485 478 488 500 435 458 428 447 399 355 year
* excludes SOCO prior to 2004
• Not counting students, the total staff complement was 11,634 as of December 2015 with 85.8% as permanent full- time employees with the remaining 14.2% split among: • 6.1% permanent part-time staff, bringing permanent staff to 91.9% of the total; • 3.7% as contract or term staff; and • 4.4% as “other”, mostly casual, staff. The crowns typically hire several hundred coop and summer students in any given year although the number has declined in recent years.
• The 11,634 permanent and non-permanent staff represent 2.0% of the 573,700 persons employed in an average month in Saskatchewan.
June 2016 2015 Managing the Bubble Report 4 Detailed Employment by Crown Corporation
as of December 31 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 CIC Permanent FT 81 73 54 68 70 68 63 69 65 65 60 52 48 42 PT 0 0 0 0 0 0 0 1 0 0 0 0 0 0 Non-permanent 0 2 0 1 4 4 4 2 2 5 2 1 1 1 SaskTel Permanent FT 3,786 3,812 3,657 3,622 3,577 3,476 3,318 3,226 3,192 3,136 3,139 3,208 3,157 3,112 PT 110 89 90 38 49 102 104 111 88 111 107 105 108 88 Non-permanent 524 569 562 622 747 726 752 719 749 648 650 646 596 619 SaskPower Permanent FT 2,369 2,395 2,426 2,444 2,473 2,526 2,588 2,692 2,762 2,739 2,897 3,056 3,143 3,154 PT 134 142 144 137 134 127 136 140 131 133 129 123 124 106 Non-permanent 150 145 153 118 110 132 132 113 84 132 137 149 231 126 SaskEnergy Permanent FT 815 818 815 823 861 895 937 930 908 919 947 946 968 1,023 PT 85 84 86 86 77 76 68 73 68 75 81 102 96 6 Non-permanent 74 70 65 50 70 102 97 84 91 78 40 49 41 40 SGI Permanent FT 1,386 1,387 1,390 1,420 1,447 1,524 1,536 1,573 1,572 1,591 1,618 1,740 1,761 1,809 PT 107 115 114 113 116 113 107 114 112 109 112 108 98 99 Non-permanent 92 75 77 106 125 148 187 189 157 148 143 151 172 146 SaskWater Permanent FT 84 67 68 80 82 83 85 87 91 98 104 107 113 115 PT 2 2 2 4 4 4 4 3 4 3 4 3 2 2 Non-permanent 3 1 1 9 0 5 3 4 4 1 2 1 6 8 SOCO Permanent FT … … 69 81 86 116 106 110 115 111 112 105 93 87 PT … … 1 2 3 2 5 4 3 2 2 3 4 2 Non-permanent … … 4 3 2 2 3 0 1 2 1 0 4 4 ISC Permanent FT 196 165 195 208 229 243 257 259 289 288 288 … … … PT 4 27 2 1 1 2 2 2 3 2 2 … … … Non-permanent 303 88 59 41 13 17 19 13 25 40 39 … … … STC Permanent FT 191 186 186 194 197 196 203 200 192 190 194 204 195 182 PT 40 40 40 38 37 35 29 34 37 34 32 36 32 35 Non-permanent 1 6 4 14 7 7 4 5 1 7 3 0 2 0 SGC Permanent FT ……………447 565 631 518 557 474 438 420 461 PT……………433 446 362 340 356 400 315 287 367 Non-permanent ……………167 116 96 155 79 38 75 76 0
• SaskTel and SaskPower together account for 61.9% of the crown staff. Simple arithmetic means that they will have a strong effect on the overall averages for the crown sector. When SaskEnergy, SGI, and SGC are included, the five largest crowns represent 96% of total employment.
June 2016 2015 Managing the Bubble Report 5 Total Staff in the Crowns, 2015
Permanent and Non-Permanent Staff, December 2015, by Crown Corporation (Total = 11,634)
Sask Energy SGI 1,069 2,054 9.2% 17.7%
CIC 43 SGC 0.4% 828 SOCO 7.1% 93 0.8%
Sask Power Sask Water 4.1% 3,386 125 29.1% 1.1%
STC 217 1.9%
Sask Tel 3,819 32.8%
June 2016 2015 Managing the Bubble Report 6 Crown Employment Trends
Changes in Total Crown Staff, 2002 to 2015 • These figures include both 12,500 permanent and non-permanent staff.
12,000 • Employment declined in most
SGC Added crowns in 2015 but the drop in ISC Removed total employment was mainly because of a 3.2% decline in 11,500 SaskPower.
11,000
10,500 SOCO Added SOCO
10,000 excluding SOCO, ISC, and SGC
9,500 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015
June 2016 2015 Managing the Bubble Report 7 Non-Permanent Staff
Number of Non-Permanent Staff • The number of non-permanent 1,600 staff in the crowns was 944 in 2015. 1,500 • In spite of annual fluctuations, 1,400 there is a general downward trend from 2008 to 2015. SGC Added 1,300
1,200
1,100 ISC Removed
1,000 SOCO Added SOCO
900
800
700
600 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015
June 2016 2015 Managing the Bubble Report 8 Characteristics of Employees
• Gender • Aboriginal Identity • Membership in a Visible Minority Group • Reporting a Disability • Age • Tenure • Earliest retirement date Category of Employment by Gender
Percent of Crown Staff who are Women • The proportion of crown staff 2007 who are women has declined 2009 slightly over time. In 2015, 42.1% of permanent and non- Permanent 2011 permanent staff were women 2013 compared with 43.9% in 2007. 41.2% 2015 • Women make up the majority of staff in non-permanent Term/contract positions, accounting for 53.8% of those in term positions and 50.9% of those in seasonal 53.8% positions.
• The proportion of students who Seasonal/other are women is not significantly different from the proportion of 50.9% permanent staff. In 2015, 42% of the students were women.
Total (except students)
42.1%
0% 10% 20% 30% 40% 50% 60% 70%
June 2016 2015 Managing the Bubble Report 10 Crown Corporation Employment by Gender
Percent of Permanent Crown Staff who are Women • From 2007 to 2015, most crowns report no dramatic CIC changes in the proportion of women among their permanent staff. SaskTel
• There are some trends over SaskPower time, however. The proportion of female employees has declined slightly at: SaskEnergy • SaskTel; and • Sask Water. SGI The proportion has increased at:
SOCO 2007 • SaskPower; STC; and 2009 • • SGC. SaskWater 2011 2013 STC 2015
SGC
0% 10% 20% 30% 40% 50% 60% 70%
June 2016 2015 Managing the Bubble Report 11 Comparison with Saskatchewan
Employment by Sex • In the province as a whole, Crown Corporations (permanent and non-permanent as of Dec) vis-à-vis Saskatchewan (off Reserve only, annual averages) women make up just under 46% of the employed. 50% women as a percent of total • This compares with 42% of the 49% permanent and non-permanent Saskatchewan crown employees. 48% Crowns
47%
46%
45%
44%
43%
42%
41%
40% 2007 2008 2009 2010 2011 2012 2013 2014 2015
June 2016 2015 Managing the Bubble Report 12 Women in Under-Represented Positions
Women Employed in Under-Represented Positions as Percentage of Total Employment in Under-Represented • Using the Saskatchewan Human Positions Rights Commission methodology*, women represent 25.4% of 2007 persons working in positions 2009 classified as under-represented. Permanent 2011 (The Commission has a target of 46% for women in these kinds of 2013 23.3% positions.) 2015 • The proportion is much higher in Term/contract non-permanent positions than in permanent ones. 44.0% • The proportion has declined slightly over time, from 26.8% in Seasonal/other 2007 to 25.4% in 2015.
49.9%
* As of 2011, the occupations (at the 4-digit NOC Total (except level) in which women represent less than 46% of students) those working are designated as “under- represented”. Some of the common examples in the 25.4% crowns are a) electrical engineers (22% women); 0% 10% 20% 30% 40% 50% 60% b) welders (8%).
June 2016 2015 Managing the Bubble Report 13 Women in Under-Represented Positions, by Crown Corporation
Women Employed in Under-Represented Positions as Percentage of Total Employment in Under-Represented • In absolute terms, the largest Positions, Permanent Positions Only number of women working in under-represented positions are employed at SaskTel. CIC However, the largest proportion are working at CIC. SaskTel • SaskPower is making steady SaskPower progress in increasing the number of women who work in under-represented positions SaskEnergy but the proportions are still very low. SGI • There is a downward trend at SOCO 2007 SaskTel and SaskWater. 2009
SaskWater 2011 2013 STC 2015
SGC ** insufficient occupational detail provided for 0% 10% 20% 30% 40% 50% 60% CIC in 2004
June 2016 2015 Managing the Bubble Report 14 Aboriginal Identity
Percent of Crown Staff Reporting an Aboriginal Identity • At the end of 2015, there were 2007 1,690 permanent and non- 2009 permanent Aboriginal employees (excluding Permanent 2011 students) in the crowns 2013 compared with 1,405 11.8% 2015 employees in 2007.
• Aboriginal employees are now Term/contract as common in permanent positions as in non-permanent ones. The opposite has been 11.4% the case in the past.
• Among students, those Seasonal/other reporting an Aboriginal identity make up 11% of the total. 10.5% • The Saskatchewan Human Rights Commission has goals Total (except of: students) • 14% for Aboriginal employees province- 11.7% wide; and 0% 5% 10% 15% 20% 25% 30% • 35% in Prince Albert and the North.
June 2016 2015 Managing the Bubble Report 15 Aboriginal Identity by Crown Corporation
Percent of Permanent Crown Staff Reporting an Aboriginal Identity • SGC has, by far, the highest proportion of Aboriginal employees – 41% of CIC permanent staff are Aboriginal.
SaskTel • The most consistent increases over time have been at SaskPower SaskEnergy.
2007 SaskEnergy 2009 2011 SGI 2013 2015 SOCO
SaskWater
STC
SGC
0% 10% 20% 30% 40% 50%
June 2016 2015 Managing the Bubble Report 16 Comparison with Saskatchewan
Employment by Aboriginal Identity Crown Corporations (permanent and non-permanent as of Dec) • Excluding the population living vis-à-vis Saskatchewan (off Reserve only, annual averages) on Reserve (where the Labour Force Survey is not 16% conducted), Aboriginal people aboriginal identity make up 7.7% of the employed as a percent of total persons in Saskatchewan. 14%
• This compares with 11.7% of 12% the permanent and non- permanent crown staff in 2015.
10%
8%
6% Crowns
Saskatchewan 4%
2%
0% 2007 2008 2009 2010 2011 2012 2013 2014 2015
June 2016 2015 Managing the Bubble Report 17 Membership in a Visible Minority Group
Percent of Crown Staff who are Members of a Visible Minority Group • The proportion of permanent staff who are members of a visible minority group has 2007 increased steadily from 4.1% in 2009 Permanent 2007 to 7.8% in 2015. The 2011 proportion who are members increases to 8.5% if non- 7.8% 2013 permanent staff are included. 2015 • Members of a visible minority Term/contract group are much more common among non-permanent staff and 16.2% among students than among permanent staff.
Seasonal/other • The proportion of 2015 students who were members of a visible 17.3% minority group was 12.7%.
• The Saskatchewan Human Total (except Rights Commission has goals of: students) • 6.6% for members of a visible minority group 8.5% province-wide; and 0% 5% 10% 15% 20% • 11% in Regina or Saskatoon.
June 2016 2015 Managing the Bubble Report 18 Visible Minority Membership by Crown
Percent of Permanent Crown Staff are Members of a Visible Minority Group • The upward trend among members of a visible minority group is largely a consequence CIC of steady and quite dramatic increases in the four larger SaskTel crowns – SaskPower, SGI, and SaskTel, and SaskEnergy.
SaskPower • There have also been significant 2007 increases in most other crowns. SaskEnergy CIC and SOCO are the only 2009 exceptions. 2011 SGI 2013 2015 SOCO
SaskWater
STC
SGC
0% 2% 4% 6% 8% 10% 12% 14% 16% 18%
June 2016 2015 Managing the Bubble Report 19 Persons Reporting a Disability
Percent of Crown Staff Reporting a Disability • The proportion of permanent and non-permanent staff who report a disability is effectively unchanged 2007 over the years. In 2015, the Permanent 2009 proportion was 4.3% compared 2011 with 4.6% in 2007. 4.3% 2013 Those in term positions are less 2015 • likely to be disabled; those in Term/contract seasonal positions more likely.
2.8% • The proportion of 2015 students who reported a disability was 1.7%.
Seasonal/other
6.6%
Total (except students)
4.3%
0% 2% 4% 6% 8%
June 2016 2015 Managing the Bubble Report 20 Persons Reporting a Disability by Crown
Percent of Permanent Crown Staff Reporting a Disability • Those who report a disability are less common at CIC, SaskPower, SaskWater, and CIC SaskEnergy.
SaskTel • The proportion at SaskTel, on the other hand, is relatively SaskPower high and increasing.
• The Saskatchewan Human SaskEnergy Rights Commission has a target of 9.7% for employees SGI who report a disability.
SOCO 2007 2009 SaskWater 2011 2013 STC 2015
SGC
0% 2% 4% 6% 8% 10%
June 2016 2015 Managing the Bubble Report 21 Summary of Diversity Measures for 2015
Percent of Staff in Target Groups, 2015 • Women represent approximately one in four (25.4%) employees in under- 23.3% represented positions. The Women in under- proportion is somewhat lower represented positions among permanent staff. 25.4%
• The proportion of permanent and non-permanent staff in the 11.8% crowns who are Aboriginal was Aboriginal identity 11.3% at the end of 2015. 11.3% • At the same point in time, 8.5% and 4.3% were, 7.8% respectively, members of a Visible minority visible minority group or Permanent reported having a disability. 8.5%
Permanent and non- permanent 4.3% With a disability 4.3%
0% 5% 10% 15% 20% 25% 30%
June 2016 2015 Managing the Bubble Report 22 Changes in Diversity Measures Over Time
Change in Permanent and Non-Permanent Staff in Target Groups, 2007 to 2015 • In three diversity groups, namely Aboriginal identity, persons with a disability, and 26.8% women in under-represented Women in under- positions, the proportion of represented positions staff has declined slightly over 25.4% the period.
• In the fourth, members of a 12.2% visible minority group, the Aboriginal identity proportion of staff has 11.7% increased from 4.6% in 2007 to 8.5% in 2015. 2007
4.6% 2015 Visible minority 8.5%
4.6% With a disability 4.3%
0% 5% 10% 15% 20% 25% 30%
June 2016 2015 Managing the Bubble Report 23 Age, Tenure, and Retirements
In many of these statistics about age, tenure, and retirements, SGC is excluded because a) the Crown has only been in existence since 2007 so the staff have abnormally short tenure and b) there are no trends in retirement data. The “Bubble”: Crown Employees by Individual Age, 2015
Age of Permanent and Non-Permanent Crown Staff as of December 2015
450
Non-permanent 400 Permanent
350
300
250
200
150
22.1% of 100 permanent staff are 52 to 58 years of age
50
0 <1920222426283032343638404244464850525456586062646668+
June 2016 2015 Managing the Bubble Report 25 The Bubble Advances, Permanent Staff Only
Changes in Age Distribution over Time (permanent only) • Over the years from 2007 to 2015, the “bubble” has shifted to 500 the right in the age distribution and the peak has narrowed. 450 • The general aging of the staff 400 over the years shows as a dramatic decline among those in 350 their forties and a corresponding 2015 increase among those in their fifties. 300
• That trend is accompanied by a 250 steady increase in the proportion of permanent staff in their 50s 200 and 60s.
150 • The number of permanent staff in 2007 their 30s is also increasing. 100 • In 2007, the most common age 50 was 45 to 50 years of age. In 2015, it was 53 or 54 years of 0 age. <1921242730333639424548515457606366
June 2016 2015 Managing the Bubble Report 26 Effect of Crown Sector Human Resource Initiatives
Effect of Retirement and non-Retirement Turnover, "Managing the Bubble" Initiatives, and New Hirings on the • This chart shows the effect of Ages for Permanent Crown Employees changes in the age of permanent 600 staff from 2007 to 2015 with the effect of natural aging removed.
net effect • The differences between the lines 500 of retirements at older age groups will largely be the result of retirements.
400 net effect • In younger age groups, the of new differences are largely from hiring hirings and younger staff, net of the relatively turnover high turnover in this age group. 300
• The net effect of the changes over the period has been to “dampen” 200 the peak which, without interventions, would have led to a very large number of staff in their fifties. Instead, the peak of the 100 2007 eight years later actual “bubble” is at age 54, the same as with no change 2015 in 2007.
0 <1921242730333639424548515457606366
June 2016 2015 Managing the Bubble Report 27 Potential Retirements
Number of Permanent Crown Staff Near or at Average Retirement Age • In 2015, the average retirement 1,600 age among permanent crown employees was 59 years.
1,400 • The figure shows an increasing number of permanent crown 55 to 59 years employees who are i) 55 to 59 or 1,200 ii) 60 and older. Employees in both of those age groups are potential retirees. 1,000
800
600
60+ years 400
200
0 2007 2008 2009 2010 2011 2012 2013 2014 2015
June 2016 2015 Managing the Bubble Report 28 Changes in the Age of Crown Employees
Crown Employment by Age Group, Permanent Staff Only • This is another view of the 7,000 changing age distribution of crown employees.
6,000 • The number of permanent staff 30 to 49 years in the 30 to 49 age group declined from 2007 to 2012 5,000 before starting to increase in 2013.
4,000 • Over the same period, the number 50 and older grew steadily before levelling off in 2014 and 2015. 3,000 50 & older
2,000
1,000 Under 30 years
0 2007 2008 2009 2010 2011 2012 2013 2014 2015
June 2016 2015 Managing the Bubble Report 29 Age by Crown Corporation, 2015 (Permanent Staff Only)
Permanent Staff by Age Group and Crown, 2015 • The proportion of permanent staff who are 55 or older is highest (29%) at STC. CIC 7% 43% 38% 12%
SaskTel 7% 37% 34% 22% • The proportion of staff who are under 30 years of age is highest at SGC and lowest at CIC and SaskPower 15% 42% 25% 18% SaskTel.
SaskEnergy 11% 40% 29% 19% • At least part of the reason for the relatively small number of young SGI 12% 40% 27% 21% people at SaskTel and CIC will be the lack of growth in those SOCO 13% 36% 36% 15% crowns in recent years.
SaskWater 10% 45% 26% 19% • Those in the pre-retirement age group (45 to 54) are most STC 15% 28% 29% 29% common at CIC, SaskTel, and SOCO. They are the least SGC 19% 40% 26% 14% common at SGC, SaskPower, and SaskWater. All crowns 12% 39% 29% 20%
0% 20% 40% 60% 80% 100%
Under 30 30 to 44 45 to 54 55 or older
June 2016 2015 Managing the Bubble Report 30 Comparison with Saskatchewan
Employment by Age Group Crown Corporations (permanent and non-permanent as of Dec) • Compared with all those vis-à-vis Saskatchewan (off Reserve only, annual averages) employed in Saskatchewan, the crowns have fewer staff in 30% the 55 and older age group – 19% compared with 21%. The gap has narrowed since 2007. Province as a percent (15 to 29) 25% of total • The crowns employ far fewer young people – 15% compared with 26% in the province as a Province (55 whole. Note that the provincial plus) figures for this age group will 20% Crowns include a large number of (55 plus) students working part-time.
15% Crowns (15 to 29)
10%
5% 2007 2008 2009 2010 2011 2012 2013 2014 2015
June 2016 2015 Managing the Bubble Report 31 Tenure (years with the same crown)
Tenure (years with the same crown) for Permanent Staff • Average tenure among permanent staff is gradually 2007 23% 18% 24% 35% declining. For example, 28% of permanent staff had been with 2008 26% 15% 26% 33% their current crown employer for 20 or more years. This compares with 35% in 2007. 2009 27% 14% 26% 33%
2010 26% 15% 26% 33%
2011 24% 17% 27% 32%
2012 24% 19% 27% 30%
2013 24% 21% 25% 29%
2014 25% 22% 24% 29%
2015 25% 21% 26% 28%
0% 20% 40% 60% 80% 100% Less than 5 years 5 to 9 10 to 19 20 or more
June 2016 2015 Managing the Bubble Report 32 Tenure by Crown, 2015
Tenure (years with the same crown) Permanent Staff Only, 2015 • The crowns with the highest proportions of new employees (fewer than 5 years tenure) CIC 24% 33% 31% 12% are: • SGC (39%); SaskTel 11% 19% 32% 39% • SaskWater (36%); and
SaskPower 33% 20% 23% 24% • STC (36%).
SaskEnergy 24% 24% 19% 34% • At the other end of the scale, the crowns with the most
SGI 28% 25% 21% 26% number of employees with twenty or more years of tenure are: SOCO 28% 36% 34% • SaskTel (39%); and
SaskWater 36% 29% 17% 18% • SaskEnergy (34%).
STC 36% 18% 20% 26%
SGC 39% 25% 33%
All Crowns 25% 21% 26% 28%
0% 20% 40% 60% 80% 100%
Less than 5 years 5 to 9 10 to 19 20 or more
June 2016 2015 Managing the Bubble Report 33 Tenure Comparison with Saskatchewan
Employment by Tenure Crown Corporations (permanent and non-permanent as of Dec) • The percentage of persons Relative to Saskatchewan (off Reserve only, annual averages) who have been with their current employer for less than five years is over 50% in 60% Saskatchewan. percent with current employer less than five years 55% • This compares with 29% in the crowns.
50%
45% Saskatchewan Crowns
40%
35%
30%
25%
20% 2007 2008 2009 2010 2011 2012 2013 2014 2015
June 2016 2015 Managing the Bubble Report 34 Characteristics of Positions
• Scope • Salary • Location • Occupation and Skill Level Union Membership
Union Membership Among Permanent and Non- Permanent Employees, 2015 • Although some have very few members, seven different unions represent at least some ATU staff in the commercial crowns. 177 1.5%
Out of Scope • UNIFOR represents the largest 3,040 proportion of staff; 38.2% of 26.1% the permanent and non- permanent crown staff are UNIFOR members.
UNIFOR (formerly CEP) 4,444 38.2%
RWDSU 292 2.5%
PSAC 338 2.9%
IBEW 1,647 14.2% IATSE COPE 33 1,663 0.3% 14.3%
June 2016 2015 Managing the Bubble Report 36 Trends in Union Membership
Trends in Union Membership (Permanent and Non- Permanent Staff) • The proportion of crown staff 85% who are in scope has declined slightly over the years. (Note in-scope membership as % of total that the vertical scale is 83% compressed in the figure.)
81% • In 2015, union employees represented 73.9% of staff 79% compared with 78.9% in 2007.
77%
75%
73%
71%
69%
67%
65% 2007 2008 2009 2010 2011 2012 2013 2014 2015
June 2016 2015 Managing the Bubble Report 37 Union Membership by Crown
Percent of Permanent and Non-Permanent Crown Staff who are Union Members • Not counting CIC or SOCO, in- scope staff are the least common at SaskWater. They are the most CIC 0% common at SaskTel, STC, SGC, 2007 and SGI. SaskTel 2009 2011 • The gradual downward trend in SaskPower 2013 union membership is evident in 2015 all of the crowns except SGC.
SaskEnergy
SGI
SOCO 0%
SaskWater
STC
SGC
50% 60% 70% 80% 90% 100%
June 2016 2015 Managing the Bubble Report 38 Comparison with Saskatchewan
Employment by Union Membership • In Saskatchewan as a whole, Crown Corporations (permanent and non-permanent as of Dec) about 33% of paid workers (i.e. vis-à-vis Saskatchewan (off Reserve only, annual averages, excluding the self-employed) excluding the self-employed) are covered by a collective 90% agreement. percent covered by a collective agreement
80% • This compares with 74% at the crowns. 70%
60% Crowns Saskatchewan 50%
40%
30%
20%
10%
0% 2007 2008 2009 2010 2011 2012 2013 2014 2015
June 2016 2015 Managing the Bubble Report 39 Salary Ranges (adjusted for inflation)
Wage Rate Ranges, Permanent Staff Only • The database includes the $45.00 range of salaries and wages paid to crown staff but not the constant 2015 dollars actual wage rates for $43.00 individuals.
$41.00 • Adjusted for inflation by using constant 2015 dollars, the $39.00 average top rate was $42.23 in Maximum 2015 compared with $36.83 in $37.00 2007.
$35.00 • The top rate has grown more quickly than the base rate – an average of 1.7% from 2007 to $33.00 2015 compared with 1.0%.
$31.00
Minimum $29.00
$27.00
$25.00 2007 2008 2009 2010 2011 2012 2013 2014 2015
June 2016 2015 Managing the Bubble Report 40 Salary Ranges (constant 2015 dollars, permanent staff only)
Top Rate of Pay Range, Permanent Staff Only, Constant 2015 Dollars • In 2015, 43% of permanent crown staff had hourly wage rates above $40/hour. 2007 13% 17% 17% 20% 33% Adjusted for inflation, this has increased from 33% in 2007. 2008 14% 17% 15% 21% 34% • At the other end of the scale, 2009 11% 8% 23% 22% 36% 22% have a top rate of less than $30.00 compared with 30% in 2007. 2010 10% 12% 19% 22% 37%
2011 10% 11% 20% 21% 38%
2012 9% 8% 23% 20% 40%
2013 9% 8% 19% 23% 41%
2014 8% 12% 14% 23% 43%
2015 10% 12% 13% 22% 43%
0% 20% 40% 60% 80% 100%
Under $25 $25 - $29.99 $30 - $34.99 $35 - $39.99 $40 or more
June 2016 2015 Managing the Bubble Report 41 Salaries by Crown in 2015
Average of Top Rates, Permanent Employees Only, 2015 • As of 2015, the average top rate was highest at CIC and SaskPower and lowest at CIC $60.33 SGC.
SaskTel $41.12
SaskPower $52.35
SaskEnergy $41.86
SGI $35.84
SOCO $41.77
SaskWater $43.39
STC $32.01
SGC $23.35
All Crowns $42.23
$10 $15 $20 $25 $30 $35 $40 $45 $50 $55 $60 $65
June 2016 2015 Managing the Bubble Report 42 Growth in Salary Ranges by Crown, Permanent Employees Only
Average Annual Increase in Top Rates, Permanent Employees Only, 2007 to 2015 • From 2007 to 2015, and adjusted for inflation, the increase in the top rate has been well above the CIC 1.0% 1.7% average at SaskPower*.
SaskTel 1.1% • The increases have been much lower, and near the rate of SaskPower 3.1% inflation, at SGI.
SaskEnergy 1.2% • Note that increases in the average wage rate can occur if: SGI 0.0% • there is a general wage rate increase; SOCO 1.6% • the steps in the scale are increased; SaskWater 1.2% • if the number of low- paying positions is STC 1.2% reduced; or • if the number of high- SGC 1.3% paying positions increases. All Crowns 1.7%
* The above-average increase at SaskPower 0% 1% 2% 3% 4% was mainly the result of a one-time 12.6% increase after adjusting for inflation increase from 2012 to 2013. The increase in the starting rates has averaged 1.0% per year.
June 2016 2015 Managing the Bubble Report 43 Comparison with Saskatchewan
Average Hourly Wage Rate Crown Corporations (permanent and non-permanent as of Dec) • The provincial average hourly vis-à-vis Saskatchewan (off Reserve only, annual averages) wage rate (among all paid workers including seasonal and temporary workers) was $25.95 $40.00 in 2015. average hourly wage rate in constant $2015 • Using the midpoint of the salary range as an indicator of average $35.00 crown salaries, the average crown employee has a rate that is 40% higher than in the province as a whole. $30.00 Crowns
Saskatchewan • On average and after adjusting for inflation, the increase from 2007 to 2015 has been 1.5% per $25.00 year in the crowns. This compares with 2.0% in the province as a whole so the gap between the Crowns and other $20.00 paid workers has narrowed since 2007.
$15.00 2007 2008 2009 2010 2011 2012 2013 2014 2015
June 2016 2015 Managing the Bubble Report 44 Workplace Location
Employment of Permanent and Non-Permanent Staff by Location, 2015 • In 2015, 57.4% of permanent and non-permanent staff worked in Regina and three- North Other quarters worked in either 60 796 Other cities* 0.5% 6.8% Regina or Saskatoon. 889 7.6% • Another 18.0% worked in Estevan larger communities such as 570 Moose Jaw, Estevan, and 4.9% Swift Current. The remaining 7.3% of staff worked in the Moose Jaw 337 North, a smaller community or 2.9% out of province.
Prince Albert 293 2.5% Regina 6,681 57.4%
Saskatoon 2,008 17.3%
* Yorkton, Melville, Swift Current, Meadow Lake, Melfort, North Battleford, Weyburn, Lloydminster, Humboldt
June 2016 2015 Managing the Bubble Report 45 Workplace Location - Permanent and Non-Permanent Staff - North
Crown Staff by RM, 2015 The map aggregates data into Rural 50 or more 15 to 49 Municipalities with the far North 5 to 14 considered as a single “RM”. The shading La Ronge 1 to 4 represents all of the locations (towns, None villages, Reserves, etc.) in the RM.
Creighton At least one crown employee works in 70 of the province’s RMs. They are a significant presence (20 or more staff) in Meadow Lake 19 RMs and in the Far North.
Big Rive r
St. Walburg
Choiceland
Turtleford Spiritw ood Nipaw in Lloydminster Carrot River Shellbrook Prince Albert Maidstone Bir ch Hills
Melfort Tisdale Hudson Bay Cut Knife North Battleford St. Brieux
Radisson Cudworth Unity Naicam Macklin Scott Humboldt Kelvington Saskatoon Watson Biggar Preeceville Kerrobert Wadena Nor quay Lanigan Dundurn Wynyard Watrous FLk
June 2016 2015 Managing the Bubble Report 46 Workplace Location - Permanent and Non-Permanent Staff - South
Melfort Tisdale Hudson Bay Cut Knife North Battleford Crown Staff by RM, 2015 St. Brieux
50 or more Radisson Cudworth Unity Naicam Macklin 15 to 49 Scott 5 to 14 Humboldt Kelvington 1 to 4 Saskatoon Watson None Biggar Preeceville Kerrobert Wadena Nor quay Lanigan Dundurn Wynyard Watrous Foam Lake Canora Ros e tow n Kamsack Kindersley Outlook Raymore
Davidson Elr o s e Yorkton Es t o n Ituna Craik Strasbourg Southey Melville Churchbridge Kyle Central Butte Fort Qu'Appelle Bur s tall Cabri Lumsden Es t e r h az y Indian Head Regina He r be r t Moose Jaw Gre nfe ll Rocanville Whitew ood Swift Current
Moosomin Gull Lake Francis Kipling Milestone Maple Creek Waw ota Gravelbourg Yellow Grass
Stoughton Shaunavon Assiniboia Weyburn Carlyle Re dve r s Radville Bengough Midale Lampman Alameda Oxbow Carnduff Coronach EstevanBie nfait
June 2016 2015 Managing the Bubble Report 47 Workplace Location by Crown
Percentage where the Place of Work is Regina or Saskatoon, Permanent and Non-Permanent Employees, • CIC and SOCO employees 2015 work exclusively in Regina and Saskatoon. Most of the other CIC 100% crowns have at least 80% of their permanent staff in either city. The exceptions are SaskTel 85% SaskPower, SaskEnergy and SaskWater. SaskPower 58% • SaskWater and SaskPower SaskEnergy 69% have the largest proportion of staff outside the two major SGI 82% centres – the former because of the head office in Moose Jaw and the latter because of SOCO 100% the large number of employees in Estevan and Coronach. SaskWater 29%
STC 91%
SGC 87%
All Crowns 75%
0% 20% 40% 60% 80% 100%
June 2016 2015 Managing the Bubble Report 48 Sample Occupations by NOC Skill Level
Skill Level NOC and Occupation Title Count Managerial 13 Senior managers - financial, communications and other 113 • Each of the permanent positions in the crowns has business services 111 Financial managers 101 been assigned a 4-digit NOC (National 112 Human resources managers 70 Occupational Classification) code for purposes of 211 Engineering managers 69 analysis and for comparisons across crowns. 213 Computer and information systems managers 85 601 Corporate sales managers 64 711 Construction managers 65 • Most of the NOC coding was done by the crowns 714 Facility operation and maintenance managers 21 but some codes were assigned as part of the 912 Utilities managers 221 A: Professional 1111 Financial auditors and accountants 118 bubble research. The latter will be less accurate (university 1113 Securities agents, investment dealers and brokers 17 than the former. degree) 1121 Human resources professionals 169 2132 Mechanical engineers 22 2133 Electrical and electronics engineers 201 • The NOC coding enables a classification of 2171 Information systems analysts and consultants 434 occupations into four skill levels plus management. 2174 Computer programmers/interactive media developers 86 4112 Lawyers and Quebec notaries 35 • Management occupations are not assigned a B: Technical 1211 Supervisors, general office and administrative support 62 skill level. (post-sec) & 1212 Supervisors, finance and insurance office workers 52 Positions in skill level A typically require a supervisory 2234 Construction estimators 33 • 2282 User support technicians 200 university degree. 6322 Cooks 34 • Positions in skill level B typically require a post- 7244 Electrical power line and cable workers 371 secondary certificate or diploma including a 7246 Telecommunications installation and repair workers 536 trades certificate. Supervisory positions are also 7253 Gas fitters 207 7311 Construction millwrights and industrial mechanics 138 classified as skill level B. 9241 Power engineers and power systems operators 243 • Intermediate positions (level C) typically require C: Intermediate 1411 General office support workers 405 a grade 12 certificate and some on-the-job 1435 Collectors 19 training. 1522 Storekeepers and partspersons 137 6533 Casino occupations 184 • Positions in skill level D can typically be done 7512 Bus drivers and other transit operators 53 with a short on-the-job training period. D: Labour & 6611 Cashiers 65 elemental 8612 Landscaping and grounds maintenance labourers 5
June 2016 2015 Managing the Bubble Report 49 Occupation and Skill Level
Permanent Crown Staff by Skill Level • If one includes managers, 2007 10% 15% 45% 27% more than three-quarters (79%) of crown positions are thought to require a post- 2008 10% 15% 45% 27% secondary education.
2009 10% 15% 45% 27% • The increase in managerial staff and the decline in the 2010 11% 15% 45% 26% number of staff in Skill Level C from 2013 to 2014 is probably 2011 11% 15% 45% 26% the result of the switch from the 2006 version to the 2011 version of the NOC codes. 2012 11% 16% 46% 25%
2013 11% 17% 44% 24%
2014 14% 18% 46% 20%
2015 14% 18% 46% 20%
0% 20% 40% 60% 80% 100%
Managerial A: Professional B: Technical supervisory C: Intermediate D: Labour & elemental
June 2016 2015 Managing the Bubble Report 50 Skill Level by Crown
Permanent Crown Staff by Skill Level by Crown, 2015 • The crowns with the highest CIC 33% 31% 29% 7% proportion of positions that require a post-secondary SaskTel 21% 19% 54% 6% education (including managers) are:
SaskPower 12% 23% 48% 15% • CIC (64%); • SaskTel (40%); and SaskEnergy 14% 13% 45% 26% • SOCO (37%).
SGI 10% 18% 43% 29% • Skill level B positions (those that typically require a non- SOCO 28% 9% 39% 17% university post-secondary education) are the most SaskWater 21% 14% 54% 12% common at SaskWater (54%), and SaskTel (54%). STC 12% 17% 63%
SOCO and SGC are the only SGC 24% 60% 9% • crowns with a significant number of positions (7% and All Crowns 14% 18% 46% 20% 9% respectively) that normally 0% 20% 40% 60% 80% 100% require less than grade 12, that is, skill level D positions. Managerial A: Professional B: Technical supervisory C: Intermediate D: Labour & elemental
June 2016 2015 Managing the Bubble Report 51 Age and Tenure by Skill Level
Average Age and Tenure by NOC Skill Level for Permanent Employees, 2015 • Not surprisingly, the highest average ages and the longest tenures are among those 46.9 Managerial employees in management 17.4 positions. The differences are not, however, dramatic. A: Professional (univ 41.2 degree) 11.7 • At the other end of the scale, the professional (skill level A) 43.7 group tends to be younger and B: Technical (post- have a lower tenure. sec) & supervisory 15.1
43.1 C: Intermediate 11.9
D: Labour & 43.1 elemental 8.2
43.6 All permanent staff 14.1
0 1020304050
Average age Average tenure (years)
June 2016 2015 Managing the Bubble Report 52 Skill Level by Gender
Permanent and Non-Permanent Staff by Skill Level and Gender • Women in the crowns: • are over-represented in occupations classified Managerial 2007 as intermediate; • account for near one 2009 half in professional 2011 occupations requiring a A: Professional 2013 university degree; and (univ degree) 2015 • are under-represented in management and technical skill-level occupations. B: Technical (post-sec) & supervisory • In 2015, the proportion of women in management positions declined whereas it has increased among positions C: Intermediate in Skill Levels B and D. This may be partly the result of the switch from 2006 to 2011 NOC codes in 2014. D: Labour & elemental
0% 20% 40% 60% 80% % women
June 2016 2015 Managing the Bubble Report 53 Skill Level by Aboriginal Identity
Permanent and Non-Permanent Staff by Skill Level and Aboriginal Identity • Relative to the average, Aboriginal employees are over- represented in occupations Managerial that are classified in skill levels 2007 C and D. 2009 2011 • The proportion of employees in A: Professional 2013 the skill level B group who are (univ degree) 2015 Aboriginal has increased steadily from 2007 to 2015.
B: Technical (post-sec) & supervisory
C: Intermediate
D: Labour & elemental
0% 10% 20% 30% 40% 50% % with Aboriginal Identity
June 2016 2015 Managing the Bubble Report 54 Skill Level by Aboriginal Identity
Skill Levels for Permanent and Non-Permanent Aboriginal Staff in the Crowns, 2015 • This is another view of the skill levels for Aboriginal employees in 2015. D: Labour & elemental Managerial • More than four out of five (84%) 43 83 A: Professional 3% 6% (univ degree) of the 1,320 permanent and non- 91 permanent Aboriginal employees 7% are in either skill level B or skill level C.
• Relatively few are in Managerial C: Intermediate and skill level A positions. There 479 are also relatively few in skill 37% level D positions because those low-skill occupations are, except for SGC, rare in the crowns.
B: Technical (post- sec) & supervisory 452 43%
June 2016 2015 Managing the Bubble Report 55 Skill Level by Membership in a Visible Minority Group
Permanent and Non-Permanent Staff by Skill Level and Membership in a Visible Minority Group • Since 2007, there have been increases in the proportion of crown employees who are Managerial members of a visible minority 2007 group in each of the skill level 2009 groups. 2011
A: Professional 2013 • Relative to the average, (univ degree) 2015 members of a visible minority group are over-represented in professional occupations and low-skill or semi-skilled B: Technical occupations. (post-sec) & supervisory
C: Intermediate
D: Labour & elemental
0% 5% 10% 15% 20% % who are members of a visible minority group
June 2016 2015 Managing the Bubble Report 56 Persons Reporting a Disability, by Skill Level
Permanent and Non-Permanent Staff by Skill Level and Disability • The proportion of staff in each of the skill levels who report a disability has been relatively Managerial stable over the past eight 2007 years. 2009 2011 • Employees with a disability are A: Professional 2013 somewhat more likely to be in (univ degree) 2015 the Intermediate Skill Level C group and somewhat less likely to be managers.
B: Technical (post-sec) & supervisory
C: Intermediate
D: Labour & elemental
0% 2% 4% 6% 8% 10% % reporting a disability
June 2016 2015 Managing the Bubble Report 57 New Hires by Skill Level, 2015
New Hires (permanent only) by NOC Skill Level, 2015 • Including managers, two-thirds (65%) of new hires in 2015 D: Labour & were into positions requiring a elemental Managerial post-secondary education. 1% 5%
A: Professional (univ degree) 15%
C: Intermediate 34%
Note: The number of new hires is measured as those who were first hired in the crown during the twelve months prior to December 31st and who were still working at the end of the year. This does not include B: Technical internal promotions. (post-sec) & supervisory 45%
June 2016 2015 Managing the Bubble Report 58 Departures and Turnover Number of Departures by Reason
Year of Departure 2004 2005 2006 2007* 2008 2009 2010 2011 2012 2013** 2014 2015 Take other employment 48 79 96 57 89 36 74 77 77 75 76 66 Resignation 79 72 131 257 339 273 273 244 297 290 310 254 Reason for Dismissal/layoff 33 45 41 82 97 99 81 71 85 140 92 83 departure Personal Reasons 13 34 10 17 31 11 11 13 11 9 19 16 Moved 2216127117355372 Death 151111131419161713181820 Other/Unknown 42621865272224261913369 Non-retirement subtotal 252 319 319 498 608 467 482 453 507 548 558 458 Retirement 88 111 149 185 161 167 248 272 304 277 271 283 Early Retirement Plan6114218417112994000000 Total Retirement subtotal 149 253 333 356 290 261 248 272 304 277 271 283 Grand total 401 572 652 854 898 728 730 725 811 825 829 733 * SGC included ** ISC excluded
• Departures from permanent positions are captured in the database along with the characteristics of those who have left. Transfers are not included but moves from one crown to another will register as a departure from one crown and a new hire at the destination. The data cover the seventeen years from 1999 to 2015. (In 2003, four additional years of retroactive data was obtained for the database.)
• There is no specific reason given for the majority of non-retirement departures. Many of the reasons given are simply “resignation” or “job abandonment”. Those who fail to meet their probationary qualifications are considered as hired and then dismissed.
June 2016 2015 Managing the Bubble Report 60 Non-Retirement Departure Trends
Annual Number of Departures, Permanent Employees Only • Averaged over the past eight 1000 years, there was, in a typical year: Non-retirement 237 retirements; and 900 • Retirement • 544 non-retirement departures. 800
Over time, the number of 700 • retirements has been on an upward trend. The number of 600 non-retirement departures fluctuates from year to year 500 with no discernible upward or downward trend. 400
300
200
100
0 2007 2008 2009 2010 2011 2012 2013 2014 2015
June 2016 2015 Managing the Bubble Report 61 Reasons for Departures, 2015
Reasons for Departure in 2015 • Just under four in ten departures in 2015 were retirements. Death Dismissal/Layoff 20 83 3% 11% Of the remaining 61%, the Moved • 2 majority are simply <1% “resignations”. Many of these individuals will remain in the Take other employment labour force. Retirement 66 283 9% 39%
Other/unknown 9 1% Personal reasons 16 2%
Resignation 254 35%
June 2016 2015 Managing the Bubble Report 62 Turnover Rates by Crown Corporation, 2015
Turnover Rates by Crown, 2015 • The lowest turnover rates in 2015 were at SaskWater. CIC • The highest turnover rates are at CIC, STC, and SGC. At SaskTel SGC and STC, these were because of higher non- SaskPower Non-Retirement retirement turnovers. At CIC it was a combination of the two. Retirement SaskEnergy
SGI
SOCO
SaskWater
STC
SGC
All Crowns
0% 3% 6% 9% 12% 15% 18% 21%
June 2016 2015 Managing the Bubble Report 63 Changes in Turnover Rates by Crown Corporation
Changes in Retirement and Non-Retirement Turnover Rates by Crown • There is no consistent trend in in the turnover rates at most crowns. CIC
• In some, turnover rates are low SaskTel but appear to be increasing over time. Examples include SaskPower SGI and SOCO. 2007 SaskEnergy 2009 • In others, such as SaskTel and 2011 STC, turnover rates were on a downward trend before SGI 2013 increasing in 2015. 2015 SOCO
SaskWater
STC
SGC
All Crowns
0% 5% 10% 15% 20% 25% 30% 35%
June 2016 2015 Managing the Bubble Report 64 Turnover Rates, Permanent Staff, by Gender, 2015
Turnover Rates by Gender, 2015 • Both retirement and non- retirement turnover rates are slightly higher among women than among men.
Women 4.7% 3.1% 7.8%
Men 3.8% 2.3% 6.2%
Both Sexes 4.2% 2.6% 6.9%
0% 2% 4% 6% 8% 10%
Non-Retirement Retirement
June 2016 2015 Managing the Bubble Report 65 Turnover Rates, Permanent Staff, by Age Group, 2015
Turnover Rates by Age Groups, 2015 • In 2015, more than one in ten (11.5%) of the permanent staff under thirty years of age left their crown employment. Under 30 11.5%
• In the 30 to 54 age group, turnover rates are very low.
30 to 44 4.6% • Beyond age 55, almost all departures are retirements.
45 to 54 3.8%
55 or older 13.0%
All ages 6.9%
0% 3% 6% 9% 12% 15%
Non-Retirement Retirement
June 2016 2015 Managing the Bubble Report 66 Turnover Rates, Permanent Staff, Diversity Groups, 2015
Turnover Rates by Diversity Groups, 2015 • Non-retirement turnover rates among permanent staff are above-average for those reporting an Aboriginal identity All employees 6.9% and for those who are members of a visible minority group.
• Retirement turnover, on the Aboriginal identity 10.2% other hand, is higher for those reporting a disability. This reflects their higher average age.
Members of a 7.8% visible minority group
With a disability 7.6%
0% 2% 4% 6% 8% 10% 12%
Non-Retirement Retirement
June 2016 2015 Managing the Bubble Report 67 Turnover Rates, Permanent Staff, by Tenure, 2015
Turnover Rates by Tenure, 2015 • Not surprisingly, the non- retirement turnover rate is higher among those with shorter tenure. Less than 5 years 10.5%
5 to 9 years 4.5%
10 to 19 years 3.2%
20 or more years 8.8%
All employees 6.9%
0% 2% 4% 6% 8% 10% 12%
Non-Retirement Retirement
June 2016 2015 Managing the Bubble Report 68 Turnover Rates, Permanent Staff, by Union Membership, 2015
Turnover Rates by Union Membership, 2015 • Both retirement and non- retirement turnover rates are similar for out-of-scope and in- scope employees.
In scope 6.9%
Out of scope 6.7%
All employees 6.9%
0% 2% 4% 6% 8% 10%
Non-Retirement Retirement
June 2016 2015 Managing the Bubble Report 69 Retirement Age Trends
Average Age at Retirement • The average age at retirement 62 (excluding those who retired early through SaskTel’s plan):
60 • was approximately 59 years of age between Normal Retirement 1999 and 2005; 58 • declined to approximately 57 years of age in 2008 and 56 2009; and • has been on a gradual upward trend since 54 then, reaching 59 years of age in 2015.
52
50 Early Retirement (SaskTel)
48
46 1999 2001 2003 2005 2007 2009 2011 2013 2015
June 2016 2015 Managing the Bubble Report 70 Retirement Age
Age at Retirement, 2013 to 2015 Average • Averaged over the three years ending in 2015, the average age at retirement was 59 but that is 30 not a particularly common age number of for people to leave. It is simply retirees the midpoint of a reasonably normal “bell curve”. 25
• There is a cluster of retirements at 60 years of age and another at 20 65 years of age.
15
10
5
0 50 51 52 53 54 55 56 57 58 59 60 61 62 63 64 65 66 67 68+
June 2016 2015 Managing the Bubble Report 71 Comparison with Canada
Average Age at Retirement • The average retirement age using data from the Labour Force Survey is 65 available only at the national level. (Saskatchewan data are not available 64 because the sample size is too small.) Canada private sector employees 63 • This is the average age of those who, when asked why they left their last job, 62 said that they had “retired”. This does not preclude them from re-entering the 61 Canada labour force. public sector employees 60 • The average retirement age in Canada is 64.1 years among paid workers in 59 the private sector and 61.4 years among those in the public sector 58 (broadly defined to include health and education and the crowns as well as government proper). 57 Crowns (excluding ERP)
56 • The average retirement age in the crowns was tracking the national 55 average for public sector employees until 2005. Since then, crown staff have been retiring two to three years 54 1999 2001 2003 2005 2007 2009 2011 2013 2015 earlier than other public sector employees.
June 2016 2015 Managing the Bubble Report 72 Expected Retirements Three Measures of Retirement
Number of Retirements per Year • The expected retirement year for (three measures for current staff) each permanent crown staff member 1,500 who was employed as of December 2015 is calculated using a model At Age 59 that predicts their retirement date on Expected the basis of the past behaviour of 1,250 other crown employees with similar At Age 65 characteristics.
1,000 • Permanent staff are expected to retire after their earliest possible retirement date (typically at 50 years 750 of age), depending on their age, tenure, gender, skill level, union membership, membership in a visible minority group, and whether 500 they work full-time or part-time.
• Retirement packages or other 250 unforeseen circumstance can change these estimates significantly. The hiring of additional staff and 0 turnover of existing staff will also 2015 or 2016- 2019- 2022- 2025- 2028- 2031- 2034- 2037- change the estimates because it earlier* 18 21 24 27 30 33 36 39 changes the demographic mix of “current” staff. * staff who were expected to retire but were still employed on Dec 31 2015
June 2016 2015 Managing the Bubble Report 74 Expected Retirements by Crown Corporation
Expected Retirements Before 2019 • There are 1,885 crown staff who are “expected” to retire before 2019. This includes the CIC 4 1,000 who were expected to have retired by 2015 but have SaskTel 634 not done so. Undoubtedly, not all will retire in the next three years. SaskPower 521 • The vast majority (80%) of SaskEnergy 178 these expected retirements will occur in three large crowns - SaskTel, SaskPower, and SGI. SGI 362
• In percentage terms, the SOCO 11 highest proportions are at STC (24%) and SaskTel (20%). SaskWater 20
STC 51
SGC 104
0 100 200 300 400 500 600 700
June 2016 2015 Managing the Bubble Report 75 Expected Retirements by Skill Level
Expected Retirements Before 2019 by Skill Level (% of staff) • In the short term, retirement rates are lower among professionals, namely those in
Managerial 20% positions that require a university degree.
• This is mainly because this A: Professional (univ degree) 12% group of employees is younger, on average, than those in other skill groups.
B: Technical (post-sec) & supervisory 18%
C: Intermediate 19%
D: Labour & elemental 19%
All skill levels 18%
0% 5% 10% 15% 20% 25%
June 2016 2015 Managing the Bubble Report 76 Expected Retirements by Target Group
Expected Retirements Before 2019 (% of staff), Selected Groups of Permanent Employees • Expected retirement rates over the short term do not vary significantly by gender, All Staff 18% location, or union membership.
• Compared with the average, Women 19% however, retirement rates are lower among those who are members of a visible minority group or who report an Aboriginal Identity 9% Aboriginal identity. These staff tend to be, on average,
Member of a Visible younger than other staff. 8% Minority Group • Almost two-thirds of those reporting a disability may retire Reporting a Disability 64% in the next few years.
Outside 18% Regina/Saskatoon
In Scope 18%
0% 10% 20% 30% 40% 50% 60% 70%
June 2016 2015 Managing the Bubble Report 77 Appendix Data for Charts
Data for Charts June 2016 Page A.1 Page 6 Total Staff in the Crowns, 2015
Number Percent CIC 43 0.4% Sask Tel 3,819 32.8% Sask Power 3,386 29.1% Sask Energy 1,069 9.2% SGI 2,054 17.7% SOCO 93 0.8% Sask Water 125 1.1% ISC 0 0.0% STC 217 1.9% SGC 828 7.1% 11,634 100.0%
Page 7 Crown Employment Trends
Excluding SOCO, ISC, Total SGC 2002 10,537 10,034 2003 10,358 10,078 2004 10,264 9,934 2005 10,323 9,987 2006 10,521 10,187 2007 11,778 10,349 2008 11,876 10,357 2009 11,846 10,369 2010 11,759 10,310 2011 11,659 10,222 2012 11,757 10,401 2013 11,723 10,787 2014 11,778 10,894 2015 11,634 10,713
Data for Charts June 2016 Page A.2 Page 8 Non-Permanent Staff
Non-permanent 2002 1,147 2003 956 2004 925 2005 964 2006 1,078 2007 1,310 2008 1,317 2009 1,225 2010 1,269 2011 1,140 2012 1,055 2013 1,072 2014 1,129 2015 944
Page 10 Category of Employment by Gender
Total (except Permanent Term/contract Seasonal/ other students) Students 2007 42.2% 51.1% 62.3% 43.9% 43.7% 2008 42.6% 52.2% 55.4% 43.8% 45.3% 2009 42.2% 57.7% 52.2% 43.5% 43.2% 2010 41.9% 54.0% 53.6% 43.2% 42.5% 2011 42.2% 61.3% 51.2% 43.6% 43.7% 2012 41.8% 62.9% 57.1% 43.4% 45.1% 2013 41.5% 60.1% 54.6% 42.9% 45.6% 2014 41.4% 53.8% 54.8% 42.6% 47.4% 2015 41.2% 53.8% 50.9% 42.1% 42.0%
Data for Charts June 2016 Page A.3 Page 11 Crown Corporation Employment by Gender
CIC SaskTel SaskPower SaskEnergy SGI 2007 66.2% 44.5% 27.7% 39.2% 58.4% 2008 61.9% 44.5% 28.2% 40.1% 58.7% 2009 61.4% 43.9% 28.3% 40.5% 58.4% 2010 58.5% 43.5% 28.6% 40.5% 58.8% 2011 56.9% 43.3% 29.1% 40.2% 59.1% 2012 61.7% 42.6% 29.9% 39.7% 58.8% 2013 65.4% 41.6% 29.8% 40.5% 58.9% 2014 64.6% 41.7% 29.5% 40.5% 58.7% 2015 59.5% 41.3% 29.2% 39.9% 58.5%
SOCO SaskWater STC SGC 2007 41.5% 34.5% 24.7% 53.3% 2008 40.5% 30.3% 24.6% 55.1% 2009 39.5% 30.0% 24.4% 54.4% 2010 40.7% 30.5% 26.6% 53.8% 2011 38.9% 26.7% 25.9% 55.2% 2012 39.5% 25.0% 27.4% 53.9% 2013 39.8% 25.5% 27.9% 54.7% 2014 42.3% 25.2% 29.1% 55.3% 2015 40.4% 24.8% 27.2% 55.1%
Page 12 Comparison with Saskatchewan
Saskatchewan Crowns 2007 46.5% 43.9% 2008 46.4% 43.8% 2009 46.8% 43.5% 2010 46.3% 43.2% 2011 45.9% 43.6% 2012 45.5% 43.4% 2013 45.5% 42.9% 2014 45.4% 42.6% 2015 45.9% 42.1%
Page 13 Women in Under-Represented Positions
Total (except Permanent Term/contract Seasonal/ other students) 2007 24.2% 29.1% 56.9% 26.8% 2008 24.3% 29.2% 50.1% 26.4% 2009 23.9% 38.4% 48.2% 26.2% 2010 23.7% 36.7% 48.2% 26.0% 2011 24.0% 44.3% 48.8% 26.3% 2012 23.7% 56.1% 53.7% 26.6% 2013 24.4% 52.0% 52.7% 27.1% 2014 23.4% 38.3% 53.8% 25.8% 2015 23.3% 44.0% 49.9% 25.4%
Data for Charts June 2016 Page A.4 Page 14 Women in Under-Represented Positions, by Crown Corporation
CIC SaskTel SaskPower SaskEnergy SGI 2007 31.3% 37.4% 8.1% 10.9% 27.5% 2008 33.3% 37.1% 8.6% 13.0% 26.7% 2009 42.1% 36.5% 8.8% 12.7% 27.1% 2010 31.3% 36.5% 9.2% 13.1% 27.4% 2011 29.4% 36.5% 9.9% 13.2% 28.9% 2012 20.0% 35.6% 11.0% 12.5% 29.8% 2013 20.0% 35.2% 15.8% 13.0% 28.5% 2014 50.0% 32.3% 17.7% 11.6% 27.9% 2015 50.0% 31.8% 17.6% 12.3% 27.1%
SOCO SaskWater STC SGC 2007 21.8% 20.0% 7.6% 27.0% 2008 21.3% 19.4% 10.4% 35.6% 2009 20.5% 19.2% 13.1% 35.5% 2010 21.5% 18.4% 13.8% 30.6% 2011 20.3% 17.6% 13.1% 31.8% 2012 19.7% 15.9% 13.8% 27.3% 2013 20.8% 13.8% 13.4% 26.4% 2014 14.3% 13.3% 11.8% 27.1% 2015 12.5% 13.8% 11.0% 28.6%
Page 15 Aboriginal Identity
Total (except Permanent Term/contract Seasonal/ other students) Students 2007 10.6% 22.6% 26.1% 12.2% 20.9% 2008 11.8% 16.9% 20.1% 12.6% 19.1% 2009 12.3% 16.1% 20.5% 12.9% 16.2% 2010 12.1% 17.4% 21.0% 12.9% 16.6% 2011 12.3% 16.0% 16.2% 12.7% 14.2% 2012 12.1% 14.8% 13.2% 12.3% 12.6% 2013 11.5% 15.3% 13.3% 11.8% 13.2% 2014 11.3% 15.5% 12.4% 11.6% 16.0% 2015 11.8% 11.4% 10.5% 11.7% 11.3%
Data for Charts June 2016 Page A.5 Page 16 Aboriginal Identity by Crown Corporation
CIC SaskTel SaskPower SaskEnergy SGI 2007 11.8% 7.5% 5.3% 10.6% 9.5% 2008 9.5% 8.2% 6.0% 12.8% 10.2% 2009 10.0% 8.9% 6.8% 12.9% 10.7% 2010 7.7% 8.9% 7.0% 12.6% 11.1% 2011 6.2% 9.3% 7.0% 12.9% 11.2% 2012 10.0% 9.4% 7.0% 14.0% 11.3% 2013 7.7% 9.2% 6.6% 14.6% 10.7% 2014 8.3% 9.2% 6.7% 14.9% 10.9% 2015 9.5% 9.0% 7.0% 15.1% 10.9%
SOCO SaskWater STC SGC 2007 7.6% 2.3% 11.3% 42.3% 2008 7.2% 3.4% 13.8% 42.5% 2009 8.8% 3.3% 12.8% 42.9% 2010 8.5% 4.2% 13.1% 44.1% 2011 6.2% 4.0% 14.3% 43.0% 2012 7.0% 3.7% 15.5% 40.0% 2013 6.5% 3.6% 14.2% 41.4% 2014 7.2% 4.3% 12.3% 39.9% 2015 6.7% 4.3% 12.9% 40.7%
Page 17 Comparison with Saskatchewan
Saskatchewan Crowns 2007 7.2% 12.2% 2008 7.3% 12.6% 2009 7.2% 12.9% 2010 7.2% 12.9% 2011 7.6% 12.7% 2012 7.5% 12.3% 2013 7.8% 11.8% 2014 7.6% 11.6% 2015 7.7% 11.7%
Page 18 Membership in a Visible Minority Group
Total (except Permanent Term/contract Seasonal/ other students) Students 2007 4.1% 9.1% 7.8% 4.6% 10.5% 2008 4.7% 8.3% 6.0% 4.9% 10.2% 2009 4.8% 9.1% 7.6% 5.2% 11.6% 2010 4.8% 9.3% 10.0% 5.4% 9.2% 2011 5.2% 8.3% 11.2% 5.6% 7.4% 2012 5.8% 7.2% 13.2% 6.2% 11.0% 2013 6.8% 9.5% 15.7% 7.3% 13.2% 2014 7.2% 13.9% 15.9% 7.9% 13.3% 2015 7.8% 16.2% 17.3% 8.5% 12.7%
Data for Charts June 2016 Page A.6 Page 19 Visible Minority Members by Crown Corporation
CIC SaskTel SaskPower SaskEnergy SGI 2007 5.9% 4.5% 2.4% 2.2% 3.5% 2008 7.9% 4.7% 2.7% 3.2% 4.1% 2009 8.6% 4.6% 3.6% 3.7% 4.2% 2010 7.7% 4.7% 3.8% 3.6% 4.5% 2011 6.2% 5.0% 4.1% 3.4% 5.3% 2012 5.0% 5.4% 4.6% 3.6% 6.5% 2013 5.8% 6.3% 6.0% 4.0% 7.4% 2014 6.3% 6.5% 6.5% 4.3% 7.9% 2015 7.1% 6.9% 6.9% 4.8% 8.9%
SOCO SaskWater STC SGC 2007 5.1% 3.4% 3.0% 10.9% 2008 4.5% 3.4% 3.4% 12.2% 2009 3.5% 2.2% 3.0% 11.9% 2010 4.2% 2.1% 3.9% 11.3% 2011 4.4% 3.0% 4.9% 11.0% 2012 4.4% 4.6% 4.4% 13.5% 2013 4.6% 5.5% 4.6% 15.5% 2014 4.1% 5.2% 7.0% 17.1% 2015 3.4% 6.0% 8.8% 16.2%
Page 20 Persons Reporting a Disability
Total (except Permanent Term/contract Seasonal/ other students) Students 2007 4.5% 4.7% 5.7% 4.6% 3.3% 2008 4.6% 4.5% 5.6% 4.7% 2.9% 2009 4.8% 4.0% 4.6% 4.8% 2.2% 2010 4.6% 4.7% 5.4% 4.6% 2.5% 2011 4.4% 3.9% 6.9% 4.5% 2.0% 2012 4.4% 3.8% 7.2% 4.5% 1.4% 2013 4.5% 4.1% 7.5% 4.7% 1.8% 2014 4.4% 3.3% 6.1% 4.4% 1.3% 2015 4.3% 2.8% 6.6% 4.3% 1.7%
Data for Charts June 2016 Page A.7 Page 21 Visible Minority Members by Crown Corporation
CIC SaskTel SaskPower SaskEnergy SGI 2007 7.4% 5.7% 1.8% 2.5% 6.9% 2008 6.3% 5.7% 1.9% 3.3% 7.0% 2009 5.7% 5.8% 3.2% 3.3% 6.3% 2010 6.2% 5.7% 3.2% 3.4% 5.7% 2011 4.6% 5.8% 2.8% 3.1% 5.1% 2012 3.3% 6.1% 2.8% 3.1% 5.1% 2013 1.9% 6.3% 2.7% 2.9% 6.4% 2014 2.1% 6.4% 2.4% 2.6% 6.0% 2015 0.0% 6.0% 2.5% 2.6% 5.7%
SOCO SaskWater STC SGC 2007 5.9% 1.1% 6.1% 4.9% 2008 7.2% 2.2% 6.5% 4.9% 2009 5.3% 2.2% 4.7% 5.3% 2010 5.1% 2.1% 3.9% 4.5% 2011 4.4% 2.0% 4.5% 4.6% 2012 4.4% 1.9% 4.0% 3.8% 2013 4.6% 0.9% 3.8% 3.3% 2014 5.2% 0.9% 4.0% 3.0% 2015 4.5% 0.9% 4.6% 4.1%
Page 22 Summary of Diversity Measures for 2015
Women in under- represented Aboriginal positions identity Visible minority With a disability Permanent 23.3% 11.8% 7.8% 4.3% Permanent and non-permanent 25.4% 11.3% 8.5% 4.3%
Page 23 Changes in Diversity over Time
Women in under- represented Aboriginal positions identity Visible minority With a disability 2007 26.8% 12.2% 4.6% 4.6% 2015 25.4% 11.7% 8.5% 4.3%
Data for Charts June 2016 Page A.8 Page 25 Crown Corporation Employees by Individual Age, 2015
Non-Permanent Permanent Non-Permanent Permanent <19 2 2 45 7 275 19 4 5 46 5 245 20 16 24 47 9 261 21 21 42 48 10 260 22 26 48 49 9 283 23 33 88 50 5 293 24 50 109 51 8 288 25 53 119 52 11 353 26 49 160 53 9 394 27 66 196 54 8 416 28 48 235 55 5 329 29 44 267 56 4 325 30 53 280 57 5 286 31 41 282 58 4 256 32 48 299 59 6 207 33 25 295 60 5 207 34 34 293 61 1 147 35 33 304 62 5 100 36 26 314 63 7 85 37 22 257 64 3 51 38 29 291 65 2 35 39 21 252 66 0 26 40 25 281 67 0 9 41 12 245 68+ 4 42 42 7 287 43 14 272 44 10 270
Data for Charts June 2016 Page A.9 Page 26 The Bubble Advances, Permanent Staff Only
2007 2015 2007 2015 <19 3 2 45 429 275 19 15 5 46 490 245 20 32 24 47 420 261 21 51 42 48 452 260 22 93 48 49 436 283 23 94 88 50 439 293 24 126 109 51 397 288 25 155 119 52 411 353 26 162 160 53 328 394 27 184 196 54 275 416 28 208 235 55 251 329 29 191 267 56 177 325 30 216 280 57 137 286 31 217 282 58 118 256 32 237 299 59 88 207 33 184 295 60 96 207 34 228 293 61 67 147 35 232 304 62 39 100 36 241 314 63 24 85 37 245 257 64 31 51 38 237 291 65 13 35 39 248 252 66 2 26 40 250 281 67 1 9 41 266 245 68+ 1 42 42 301 287 43 298 272 44 387 270
Data for Charts June 2016 Page A.10 Page 27 Effect of Crown Sector Human Resource Initiatives
2007 with 8 2007 with 8 year lag 2015 year lag 2015 <19 … 2 45 429 275 19 … 5 46 490 245 20 … 24 47 420 261 21 … 42 48 452 260 22 … 48 49 436 283 23 … 88 50 439 293 24 … 109 51 397 288 25 … 119 52 411 353 26 3 160 53 328 394 27 15 196 54 275 416 28 32 235 55 251 329 29 51 267 56 177 325 30 93 280 57 137 286 31 94 282 58 118 256 32 126 299 59 88 207 33 155 295 60 96 207 34 162 293 61 67 147 35 184 304 62 39 100 36 208 314 63 24 85 37 191 257 64 31 51 38 216 291 65 13 35 39 217 252 66 2 26 40 237 281 67 1 9 41 184 245 68+ 1 42 42 228 287 43 232 272 44 241 270
Page 28 Potential Retirements
55 to 59 60 plus 2007 771 274 2008 862 306 2009 958 354 2010 1,090 377 2011 1,167 411 2012 1,248 480 2013 1,346 532 2014 1,404 595 2015 1,403 702
Data for Charts June 2016 Page A.11 Page 29 Changes in the Age of Crown Employees
Under 30 30 to 49 50 plus 2007 1,314 6,014 2,895 2008 1,398 5,886 3,016 2009 1,384 5,747 3,229 2010 1,303 5,540 3,355 2011 1,307 5,375 3,547 2012 1,375 5,327 3,710 2013 1,444 5,380 3,827 2014 1,378 5,449 3,822 2015 1,295 5,546 3,849
Page 30 Age by Crown Corporation, 2015 (Permanent Staff Only)
Under 30 30 to 44 45 to 54 55 or older CIC 7.1% 42.9% 38.1% 11.9% SaskTel 7.2% 37.2% 33.6% 22.0% SaskPower 15.2% 41.8% 25.0% 18.0% SaskEnergy 10.9% 40.3% 29.4% 19.3% SGI 12.4% 39.8% 27.1% 20.8% SOCO 13.5% 36.0% 36.0% 14.6% SaskWater 10.3% 45.3% 25.6% 18.8% STC 14.7% 28.1% 28.6% 28.6% SGC 19.4% 40.1% 26.3% 14.1% All crowns 12.1% 39.5% 28.7% 19.7%
Page 31 Comparison with Saskatchewan
Province of Saskatchewan Crown Corporations Under 30 55 or older Under 30 55 or older 2007 27.8% 16.9% 17.4% 9.6% 2008 28.0% 17.5% 18.0% 10.5% 2009 27.4% 18.6% 17.5% 11.7% 2010 27.0% 19.5% 16.7% 13.4% 2011 27.0% 19.9% 16.3% 14.5% 2012 27.0% 20.5% 16.4% 15.6% 2013 26.9% 21.1% 16.7% 16.6% 2014 26.8% 21.4% 16.1% 17.6% 2015 26.3% 21.2% 14.7% 18.5%
Page 32 Tenure (years with the same crown)
< 5 years 5 to 9 10 to 19 20 or more 2007 23.5% 17.9% 23.8% 34.8% 2008 26.1% 14.9% 25.6% 33.4% 2009 26.9% 14.2% 26.0% 32.9% 2010 26.2% 14.9% 25.9% 33.0% 2011 23.8% 17.5% 26.9% 31.9% 2012 23.9% 19.1% 27.0% 29.9% 2013 24.4% 20.9% 25.5% 29.2% 2014 24.5% 21.7% 24.4% 29.4% 2015 24.9% 21.4% 25.6% 28.1%
Data for Charts June 2016 Page A.12 Page 33 Tenure by Crown, 2015
< 5 years 5 to 9 10 to 19 20 or more CIC 23.8% 33.3% 31.0% 11.9% SaskTel 10.7% 18.8% 31.6% 38.8% SaskPower 33.0% 19.6% 23.0% 24.5% SaskEnergy 23.5% 23.8% 19.0% 33.7% SGI 27.8% 25.1% 21.0% 26.2% SOCO 28.1% 36.0% 33.7% 2.2% SaskWater 35.9% 29.1% 17.1% 17.9% STC 35.9% 18.0% 20.3% 25.8% SGC 38.6% 25.0% 33.0% 3.4% All Crowns 24.9% 21.4% 25.6% 28.1%
Page 34 Tenure Comparison with Saskatchewan
Crowns Saskatchewan 2007 30.2% 50.1% 2008 32.4% 51.5% 2009 32.9% 51.8% 2010 32.3% 51.8% 2011 28.9% 52.0% 2012 28.2% 52.5% 2013 28.9% 52.1% 2014 29.3% 51.1% 2015 29.1% 51.4%
Page 36 Union Membership
Number Percent ATU 177 1.5% UNIFOR (formerly CEP) 4,444 38.2% COPE 1,663 14.3% IATSE 33 0.3% IBEW 1,647 14.2% PSAC 338 2.9% RWDSU 292 2.5% Out of Scope 3,040 26.1% Total 11,634 100.0%
Page 37 Trends in Union Membership
% In Scope 2007 78.9% 2008 78.7% 2009 77.8% 2010 77.2% 2011 76.6% 2012 76.0% 2013 75.2% 2014 74.2% 2015 73.9%
Data for Charts June 2016 Page A.13 Page 38 Union Membership by Crown
CIC SaskTel SaskPower SaskEnergy SGI 2007 … 82.8% 74.8% 74.6% 85.8% 2008 … 83.2% 74.0% 74.3% 86.0% 2009 … 82.6% 72.8% 73.6% 85.7% 2010 … 82.5% 71.8% 73.4% 85.2% 2011 … 81.7% 71.4% 73.0% 84.6% 2012 … 81.1% 70.3% 73.1% 84.0% 2013 … 80.2% 68.4% 72.8% 82.3% 2014 … 79.2% 67.5% 71.6% 81.8% 2015 … 78.9% 66.0% 71.8% 81.0%
SOCO SaskWater STC SGC 2007 … 62.0% 86.6% 81.1% 2008 … 65.2% 84.3% 78.6% 2009 … 66.0% 84.9% 77.1% 2010 … 66.7% 83.0% 75.8% 2011 … 67.6% 84.0% 74.5% 2012 … 68.2% 83.0% 74.8% 2013 … 62.2% 80.8% 79.8% 2014 … 59.5% 81.2% 78.4% 2015 … 59.2% 81.6% 80.1%
Page 39 Comparison with Saskatchewan
Saskatchewan Crowns 2007 34.9% 78.9% 2008 35.0% 78.7% 2009 35.6% 77.8% 2010 35.8% 77.2% 2011 35.1% 76.6% 2012 35.0% 76.0% 2013 34.3% 75.2% 2014 33.3% 74.2% 2015 33.2% 73.9%
Page 40 Salary Ranges (adjusted for inflation)
Min Max 2007 $29.49 $36.83 2008 $29.80 $36.99 2009 $31.05 $38.38 2010 $31.30 $38.87 2011 $31.46 $39.00 2012 $32.06 $40.11 2013 $32.08 $42.06 2014 $32.20 $42.38 2015 $31.99 $42.23
Data for Charts June 2016 Page A.14 Page 41 Salary Ranges (constant 2015 dollars, permanent staff only)
Under $25 $25 - $29.99 $30 - $34.99 $35 - $39.99 $40 or more 2007 13.2% 16.9% 17.2% 19.7% 33.0% 2008 13.6% 16.6% 15.2% 20.8% 33.8% 2009 11.1% 8.3% 22.5% 21.9% 36.2% 2010 10.2% 12.0% 18.6% 22.1% 37.1% 2011 10.5% 10.6% 19.9% 20.8% 38.2% 2012 9.1% 7.7% 23.1% 20.4% 39.7% 2013 9.0% 7.6% 19.0% 23.2% 41.3% 2014 8.3% 11.9% 14.1% 22.9% 42.8% 2015 9.6% 11.9% 13.5% 22.4% 42.7%
Page 42 Salaries by Crown in 2015
Hourly Rate CIC $60.33 SaskTel $41.12 SaskPower $52.35 SaskEnergy $41.86 SGI $35.84 SOCO $41.77 SaskWater $43.39 STC $32.01 SGC $23.35 All Crowns $42.23
Page 43 Growth in Salary Ranges by Crown, Permanent Employees Only
Change CIC 1.0% SaskTel 1.1% SaskPower 3.1% SaskEnergy 1.2% SGI 0.0% SOCO 1.6% SaskWater 1.2% STC 1.2% SGC 1.3% All Crowns 1.7%
Page 44 Comparison with Saskatchewan
Saskatchewan Crowns 2007 $22.14 $32.27 2008 $22.94 $32.60 2009 $24.02 $33.91 2010 $24.61 $34.15 2011 $24.61 $34.43 2012 $25.24 $35.34 2013 $25.62 $36.19 2014 $25.72 $36.32 2015 $25.95 $36.37
Data for Charts June 2016 Page A.15 Page 45 Workplace Location
2015 Regina 6,681 Saskatoon 2,008 Prince Albert 293 Moose Jaw 337 Estevan 570 Other cities 889 North 60 Other 796 Total 11,634
Page 48 Workplace Location by Crown
In Regina or Saskatoon CIC 100.0% SaskTel 84.8% SaskPower 57.5% SaskEnergy 68.8% SGI 81.7% SOCO 100.0% SaskWater 28.8% STC 91.2% SGC 86.7% All Crowns 74.7%
Page 50 Occupation and Skill Level
B: Technical & D: Labour & Managerial A: Professional supervisory C: Intermediate elemental 2007 10.1% 14.6% 45.3% 26.5% 3.5% 2008 10.0% 15.0% 44.6% 26.6% 3.8% 2009 10.4% 14.7% 44.7% 26.8% 3.5% 2010 10.7% 14.8% 45.3% 26.0% 3.3% 2011 10.8% 15.4% 45.1% 25.8% 2.9% 2012 10.9% 15.9% 45.5% 24.9% 2.8% 2013 11.2% 17.2% 44.4% 24.3% 2.9% 2014 14.4% 17.9% 46.4% 20.0% 1.3% 2015 14.3% 18.0% 46.3% 20.1% 1.3%
Data for Charts June 2016 Page A.16 Page 51 Skill Level by Crown
B: Technical & D: Labour & Managerial A: Professional supervisory C: Intermediate elemental CIC 33.3% 31.0% 28.6% 7.1% 0.0% SaskTel 21.2% 19.1% 53.6% 6.1% 0.0% SaskPower 12.0% 22.9% 48.2% 15.5% 1.5% SaskEnergy 14.1% 12.6% 45.4% 26.2% 1.7% SGI 9.6% 18.4% 43.3% 28.7% 0.0% SOCO 28.1% 9.0% 39.3% 16.9% 6.7% SaskWater 20.5% 13.7% 53.8% 12.0% 0.0% STC 12.2% 4.6% 16.8% 63.5% 3.0% SGC 4.1% 3.4% 24.3% 59.6% 8.6% All Crowns 14.3% 18.0% 46.3% 20.1% 1.3%
Page 52 Age and Tenure by Skill Level
Average tenure Average age (years) Managerial 46.9 17.4 A: Professional (univ degree) 41.2 11.7 B: Technical (post-sec) & supervisory 43.7 15.1 C: Intermediate 43.1 11.9 D: Labour & elemental 43.1 8.2 All permanent staff 43.6 14.1
Page 53 Skill Level by Gender
B: Technical & D: Labour & Managerial A: Professional supervisory C: Intermediate elemental 2007 32.7% 46.5% 26.0% 72.5% 41.4% 2008 35.0% 45.6% 26.1% 72.1% 41.4% 2009 35.3% 45.7% 25.5% 71.7% 39.6% 2010 35.8% 44.1% 26.0% 72.2% 39.4% 2011 36.4% 45.0% 26.6% 71.9% 38.9% 2012 36.5% 44.7% 26.6% 72.3% 41.6% 2013 36.6% 42.7% 27.0% 71.5% 40.2% 2014 35.1% 44.4% 33.3% 67.7% 47.0% 2015 34.2% 44.6% 33.4% 64.8% 58.7%
Page 54 Skill Level by Aboriginal Identity
B: Technical & D: Labour & Managerial A: Professional supervisory C: Intermediate elemental 2007 4.2% 6.4% 8.5% 18.7% 41.2% 2008 4.1% 7.2% 9.1% 19.4% 38.2% 2009 5.0% 7.1% 9.8% 20.0% 36.7% 2010 5.5% 6.6% 10.2% 19.7% 36.7% 2011 5.8% 6.4% 10.3% 19.8% 33.2% 2012 6.2% 6.4% 10.5% 18.8% 31.6% 2013 6.1% 5.0% 10.4% 18.0% 33.4% 2014 5.4% 4.4% 11.4% 19.4% 32.9% 2015 5.5% 4.6% 11.4% 20.3% 28.7%
Data for Charts June 2016 Page A.17 Page 55 Skill Level by Aboriginal Identity
Number Percent Managerial 83 6.3% A: Professional (univ degree) 91 6.9% B: Technical (post-sec) & supervisory 624 47.3% C: Intermediate 479 36.3% D: Labour & elemental 43 3.3%
Page 56 Skill Level by Membership in a Visible Minority Group
B: Technical & D: Labour & Managerial A: Professional supervisory C: Intermediate elemental 2007 2.9% 8.2% 3.0% 5.5% 6.5% 2008 3.1% 9.1% 3.1% 5.8% 8.0% 2009 3.0% 9.7% 3.4% 6.1% 7.3% 2010 3.2% 10.3% 3.7% 6.0% 7.0% 2011 3.6% 10.6% 3.7% 6.4% 7.7% 2012 3.8% 11.9% 4.4% 6.6% 9.1% 2013 4.1% 13.5% 5.4% 7.4% 10.4% 2014 4.8% 14.4% 5.6% 8.8% 14.6% 2015 5.3% 14.7% 6.2% 10.2% 13.3%
Page 57 Persons Reporting a Disability, by Skill Level
B: Technical & D: Labour & Managerial A: Professional supervisory C: Intermediate elemental 2007 3.7% 4.5% 4.1% 5.1% 8.4% 2008 3.1% 4.6% 4.1% 5.5% 7.6% 2009 3.0% 4.7% 4.1% 6.0% 8.5% 2010 3.2% 4.6% 4.1% 5.6% 8.0% 2011 3.1% 4.4% 3.9% 5.7% 6.5% 2012 3.3% 4.2% 3.9% 5.7% 6.4% 2013 2.5% 4.2% 4.3% 6.3% 5.3% 2014 2.7% 4.1% 4.4% 5.6% 3.2% 2015 2.8% 3.8% 4.2% 5.7% 4.7%
Page 58 New Hires by Skill Level, 2015
Number Percent Managerial 39 5.4% A: Professional (univ degree) 106 14.7% B: Technical (post-sec) & supervisory 323 44.8% C: Intermediate 243 33.7% D: Labour & elemental 10 1.4% Total 721 100.0%
Data for Charts June 2016 Page A.18 Page 61 Non-Retirement Departure Trends
Retirement Non-retirement Total 2007 180 664 844 2008 157 726 883 2009 166 547 713 2010 242 476 718 2011 262 439 701 2012 294 491 785 2013 277 548 825 2014 271 558 829 2015 283 450 733
Page 62 Reasons for Departure, 2015
Number Percent Death 20 2.7% Dismissal/Layoff 83 11.3% Moved 2 0.3% Take other employment 66 9.0% Other/unknown 9 1.2% Personal reasons 16 2.2% Resignation 254 34.7% Retirement 283 38.6% Total 733 100.0%
Page 63 Turnover Rates by Crown Corporation, 2015
Non-retirement Retirement Total CIC 11.9% 4.8% 16.7% SaskTel 1.7% 3.3% 4.9% SaskPower 3.2% 2.1% 5.3% SaskEnergy 2.1% 3.3% 5.4% SGI 3.8% 3.3% 7.1% SOCO 10.1% 1.1% 11.2% SaskWater 2.6% 0.9% 3.4% STC 13.8% 2.8% 16.6% SGC 18.4% 0.2% 18.6% All Crowns 4.2% 2.6% 6.9%
Data for Charts June 2016 Page A.19 Page 64 Changes in Turnover Rates by Crown Corporation
CIC SaskTel SaskPower SaskEnergy SGI 2007 13.2% 8.2% 4.9% 3.1% 5.3% 2008 20.6% 7.1% 4.5% 5.6% 7.3% 2009 5.7% 6.2% 3.8% 5.3% 4.7% 2010 15.4% 3.5% 5.1% 5.1% 6.6% 2011 6.2% 3.7% 5.9% 6.5% 5.9% 2012 18.3% 4.3% 7.0% 6.9% 5.7% 2013 15.4% 3.7% 6.9% 5.2% 6.8% 2014 14.6% 4.7% 6.1% 6.3% 6.5% 2015 16.7% 4.9% 5.3% 5.4% 7.1%
SOCO SaskWater STC SGC 2007 4.2% 13.8% 22.9% 25.8% 2008 11.7% 12.4% 19.0% 25.9% 2009 10.5% 3.3% 17.1% 20.7% 2010 5.9% 8.4% 17.5% 26.6% 2011 12.4% 5.0% 16.1% 20.4% 2012 7.0% 9.3% 11.9% 24.0% 2013 10.2% 9.1% 11.3% 32.9% 2014 20.6% 5.2% 18.5% 30.3% 2015 11.2% 3.4% 16.6% 18.6%
Page 65 Turnover Rates, Permanent Staff, by Gender, 2015
Non-retirement Retirement Total Women 4.7% 3.1% 7.8% Men 3.8% 2.3% 6.2% Both Sexes 4.2% 2.6% 6.9%
Page 66 Turnover Rates, Permanent Staff, by Age Group, 2015
Non-retirement Retirement Total Under 30 11.5% 0.0% 11.5% 30 to 44 4.6% 0.0% 4.6% 45 to 54 2.2% 1.6% 3.8% 55 or older 1.9% 11.1% 13.0% All ages 4.2% 2.6% 6.9%
Page 67 Turnover Rates, Permanent Staff, Diversity Groups, 2015
Non-retirement Retirement Total All employees 4.2% 2.6% 6.9% Aboriginal identity 8.8% 1.4% 10.2% Members of a visible minority group 7.2% 0.6% 7.8% With a disability 3.9% 3.7% 7.6%
Data for Charts June 2016 Page A.20 Page 68 Turnover Rates, Permanent Staff, by Tenure, 2015
Non-retirement Retirement Total Less than 5 years 10.3% 0.2% 10.5% 5 to 9 years 4.1% 0.4% 4.5% 10 to 19 years 2.0% 1.2% 3.2% 20 or more years 0.9% 7.9% 8.8% All employees 4.2% 2.6% 6.9%
Page 69 Turnover Rates, Permanent Staff, by Union Membership, 2015
Non-retirement Retirement Total In scope 4.2% 2.8% 6.9% Out of scope 4.3% 2.3% 6.7% All employees 4.2% 2.6% 6.9%
Page 70 Retirement Age Trends
Normal Retirement SaskTel ERP 1999 59.2 52.5 2000 58.8 54.4 2001 58.8 52.8 2002 58.5 52.5 2003 60.5 51.3 2004 59.3 54.9 2005 59.1 51.8 2006 58.5 52.3 2007 57.8 52.0 2008 57.2 52.6 2009 57.3 53.1 2010 58.0 2011 57.8 2012 58.1 2013 58.4 2014 58.7 2015 59.0
Data for Charts June 2016 Page A.21 Page 71 Retirement Age
Number 50 7 51 8 52 10 53 14 54 18 55 15 56 21 57 24 58 21 59 22 60 24 61 21 62 15 63 10 64 7 65 17 66 9 67 6 68+ 8
Page 72 Comparison with Canada
Crowns (excluding Private sector Public Sector ERP) 1999 61.3 58.5 59.2 2000 61.1 58.9 58.8 2001 61.4 58.8 58.8 2002 61.3 58.5 58.5 2003 61.9 59.3 60.5 2004 61.6 59.1 59.3 2005 62.0 59.2 59.1 2006 61.8 59.5 58.5 2007 62.0 59.3 57.8 2008 62.1 59.6 57.2 2009 62.4 60.1 57.3 2010 62.8 60.2 58.0 2011 62.9 60.8 57.8 2012 63.3 61.1 58.1 2013 63.8 61.1 58.4 2014 63.3 61.5 58.7 2015 64.1 61.4 59.0
Data for Charts June 2016 Page A.22 Page 74 Three Measures of Retirement
Expected At Age 59 At Age 65 2015 or earlier* 1,000 909 112 2016-18 885 867 236 2019-21 1,176 1,139 561 2022-24 911 934 867 2025-27 768 804 1,139 2028-30 781 790 934 2031-33 818 804 804 2034-36 792 824 790 2037-39 888 875 804 2040 or later 2,671 2,744 4,443 Total 10,690 10,690 10,690
Page 75 Expected Retirements by Crown Corporation
2015 or earlier* 2016-2018 2019 or later Total CIC 4 0 38 42 SaskTel 302 332 2,566 3,200 SaskPower 287 234 2,739 3,260 SaskEnergy 93 85 851 1,029 SGI 199 163 1,546 1,908 SOCO 3 8 78 89 SaskWater 13 7 97 117 STC 28 23 166 217 SGC 71 33 724 828 All Crowns 1,000 885 8,805 10,690
Page 76 Expected Retirements by Skill Level
Before 2019 2019 to 2021 2021 or later Total Managerial 305 219 983 1,507 A: Professional 221 146 1,535 1,902 B: Technical & supervisory 888 576 3,421 4,885 C: Intermediate 412 210 1,498 2,120 D: Labour & elemental 27 10 105 142 All skill levels 1,853 1,161 7,542 10,556
Page 77 Expected Retirements by Target Group
Before 2019 Women 18.6% Aboriginal Identity 9.4% Member of a Visible Minority Group 7.8% Reporting a Disability 63.5% Outside Regina/Saskatoon 18.1% In Scope 18.4% All Staff 17.6%
Data for Charts June 2016 Page A.23