Driver Topics

Amid all this discussion about engagement, what actions can you take to actually increase engagement for BCPS employees? This report examines employees' specific feedback when the 2018 WES asked them if they had seen any improvements in their workplace since the last cycle, and what those improvements were. We analyse their responses, and break them down into ten themes ranging from Top Down Communications to Vision, Mission and Goals, using employees' own words to detail what worked. 

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Using results from the 2011 Work Environment Survey (WES), this report analyzes engagement measures for employees who resigned or retired over the five-year period following the 2011 WES, and compares them with the measures for employees who remained with the BC Public Service.

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How does employee engagement vary among diversity groups? This report covers high-level findings in employee engagement trends from the 2015 Work Environment Survey (WES). We explore the engagement scores of BC Public Service employees belonging to various diversity groups, including persons with disabilities, visible minorities, gender groups, and Aboriginal peoples.

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To what extent does an employee's perception of supervisor support affect their overall engagement? Two new questions were added to the 2015 Work Environment Survey (WES) to measure the significance of employee-supervisor performance conversations.  This report explores performance conversations as a potential driver of overall employee engagement, as well as how an employee's level of satisfaction in this area may be connected to established drivers of the Employee Engagement Model.

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The second of two reports on BC Public Service employees' perception of pay and benefits. This report explores various aspects of employees' pay and its impact on employee engagement.

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This is the first of two reports which contain preliminary research on BC Public Service employees' perceptions of pay and benefits. The analysis for this report focuses on the benefits side of compensation and explores the results from the 2015 Work Environment Survey (WES) together with administrative records for leave and the Flexible Benefits Program.

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The Work Environment Survey (WES) 2015 Employee Engagement Model has two foundational drivers: Executive-Level Management and Supervisor-level Management. This report contains preliminary research in which we explore the extent to which overall engagement scores are affected by two elements of succession management at the management level: a direct report's years of experience and executive-level changes in leadership.

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Does the frequency of new hires have an effect on employees’ impressions of staffing practices? This report looks at the Staffing Practices driver scores from the 2015 Work Environment Survey (WES), and explores the types of hiring actions undertaken by the highest-scoring work units compared with lowest-scoring work units in the BC Public Service.

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Previous analyses have identified that BC Public Service employees want improved training and development opportunities. How does participation in these opportunities affect employee engagement? The analysis in this report evaluates the link between the 2015 Work Environment Survey (WES) results and the various opportunities currently available to employees of the BC Public Service.

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The Leading Workplace Strategies (LWS) program supports and promotes mobile and flexible workstyles by integrating technology, culture and space. Several BC Public Service ministries started piloting LWS in the fall of 2011. Since then, two cycles of the Work Environment Survey (WES) have been completed: 2013 and 2015. Are there any significant differences in the response patterns of employees working within a LWS environment versus a non-LWS environment? Four research questions are posed within this report to better understand the impact that Leading Workplace Strategies is having on the engagement of BC Public Service employees.

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This report covers high-level findings in employee engagement trends from the 2015 Work Environment Survey (WES). Overall engagement scores for each BC Public Service ministry are presented with the differences between employees who identify as belonging to a diversity group compared with those who do not. Four different diversity groups are explored within this report including persons with disabilities, visible minorities, gender groups, and Aboriginal peoples.

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What does it take to be the best? An indispensable resource for any team leader, this report dives deep into the specific practices that drive positive engagement. For this analysis, a wide variety of high-scoring teams from across the BC Public Service were selected for interview using results from the 2013 Work Environment Survey (WES). Read within to explore shared resources, examples, practices, and insights from the most highly engaged BC Public Service teams.

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