EMPLOYEE SURVEY SERIES SUMMARY REPORT Survey 1: …...The above is an initial benchmark indicator of our safety, health and wellness climate during this snapshot of time. If safety

EMPLOYEE SURVEY SERIES

SUMMARY REPORT

Survey 1:

Employee Safety, Health, and Wellness

A P A E m p l o y e e S u r v e y S e r i e s P a g e | 2

CONTENTS

Introduction ............................................................................................................................................... 3

Survey Report Methodology ................................................................................................................. 4

Target Audience ..................................................................................................................................... 4

Survey Design......................................................................................................................................... 4

Data Collection ....................................................................................................................................... 4

Data Confidentiality ................................................................................................................................ 4

Reporting ................................................................................................................................................. 4

Transparency ...................................................................................................................................... 4

Distribution........................................................................................................................................... 5

Summary Data Results ........................................................................................................................... 5

Demographic Results ............................................................................................................................ 5

Survey Question Results ....................................................................................................................... 7

Outcomes and Actions ......................................................................................................................... 17

Outcomes .............................................................................................................................................. 17

Actions ................................................................................................................................................... 18

Conclusion ............................................................................................................................................... 23


Introduction

The Atlantic Pilotage Authority (APA) relaunched the annual Employee Engagement Survey to a

targeted annual Employee Survey Series. This Series is comprised of three different and brief

surveys that seek to obtain employee opinion on the state of our current working environment and

the factors impacting their day-to-day.

The three surveys are to be sent out individually throughout the 2020 year and the topic areas

are:

Survey 1: Employee Safety, Health and Wellness

This survey will focus on the current working environment and your ability to thrive within

it. Questions regarding workplace safety and culture, physical and mental wellness at

work, employee morale, skill development, and career growth will be major themes of this

survey.

Survey 2: APA Communication and Feedback

This survey will focus on the current informal and formal forums for communication

between you and fellow APA employees, you and management/senior management.

Questions regarding teamwork, transparency, forums for feedback, and clarity of

communication will be major themes of this survey. This survey will be distributed in Q2

and a communication sent with the associated link for participation.

Survey 3: APA Relationships

This survey will focus on the dynamics of the relationships between you and your district

colleagues, you and the greater APA employee population, and you and APA

management & senior management. Questions regarding teamwork, integrity, trust, and

transparency will be major themes of this survey. This survey will be distributed in Q3 and

a communication sent with the associated link for participation.

After the close of the participation period for each survey, a brief report, such as this one, on the

findings will be shared with all employees and our Board of Directors. At the end of 2020, a

cumulative report will outline all three surveys and a status report on the resulting actions will be

available.

The following report details the first survey in the series on Employee Safety, Health, and

Wellness.


Survey Report Methodology

Target Audience

The survey was distributed to all APA employees (full-time, part-time, term and casual) that were

employed as of February 1, 2020. A total of 101 requests for participation were sent to employees

on February 18, 2020. Employees were able to access the survey for participation through 11:59

March 6, 2020. Survey participation was voluntary.

Survey Design

Survey 1: Employee Safety, Health, and Wellness (hereafter, Survey) contained 26 questions: 3

demographic questions, 22 close-ended statement questions of which 14 had follow-up open-

ended comment questions. The sub-questions (open-ended comments) will not be displayed for

confidentiality purposes. These comments were analyzed and considered with respect to the

question it follows. Many of these written comments assist in forming the intended actions to be

taken as a result of this survey.

The average participant completed the survey in 8 minutes. The survey design bundles

statements into two sections: 1) Employee Safety and 2) Employee Health and Wellness.

Data Collection

The survey was formatted and delivered as an electronic survey to be completed online. The

target audience was sent a link to the online survey for completion within the allotted time period

of February 18th – March 6th, 2020. All employees have active email addresses and access to

internet to allow to ease of completion for all.

It is important to note that results are relative to the number of overall respondents to the survey

and not reflective of the entire APA employee population.

Hereafter the term ‘employee(s)’ in the survey data commentary will reference only the employees

of the APA who responded to the survey.

Data Confidentiality

To protect the confidentiality of our employees and their responses, all submissions were

anonymous. Respondents could select “I prefer not to disclose” option for demographic questions.

Further, raw data was managed by the Director of Human Resources with the intent to be used

for the detailed analysis, trending and content for this report.

Reporting

Transparency

The aggregated data was reviewed in detail, analyzed and summarized into this report. This

report is intended to be shared with the APA Board of Directors, APA management and all APA

employees.


Distribution

The report will be distributed to those mentioned above by email and the report will also be posted

on employee internal secured website and to the board of directors by their secure webpage.

Summary Data Results

Demographic Results

The following will summarize respondent demographics. Of the 101 employees eligible to

participate in the survey, 60 responded. This yields a response rate of 59.4%. In our 2018 singular

employee engagement survey was conducted in Q1 of 2019 and our response rate was 54%.

The greatest percentage of respondents are in Halifax, NS. This is appropriate as Halifax hosts

the greatest number of employees including Pilot, Pilot Boat Crew, Dispatch and Administration.

Similarly, our greatest number of employees are Pilots and it is appropriate they would be the

highest response rate. With both district of work and working group, there is a significant

percentage of employees who preferred not to disclose their demographic data.

83.33%

10.00%6.67%

Full time, Part Time orTerm Employee (50)

Casual Employee (6) I prefer not to disclose(4)

0.00%

10.00%

20.00%

30.00%

40.00%

50.00%

60.00%

70.00%

80.00%

90.00%

Reponses by Employment Type


1.67%

16.67%15.00%

8.33%

46.67%

11.67%

Western, NL(1)

Southeastern,NL (10)

Saint John,NB (9)

Cape Breton,NS (5)

Halifax, NS(28)

I prefer not todisclose (7)

0.00%

5.00%

10.00%

15.00%

20.00%

25.00%

30.00%

35.00%

40.00%

45.00%

50.00%

District of Work

Pe

rce

nta

ge R

esp

on

se

Respondents by District of Work

40.00%

25.00%

6.67%

13.33%15.00%

Pilot (24) Pilot Boat Crew(15)

Dispatch (4) Administration(8)

I prefer not todisclose (9)

0.00%

5.00%

10.00%

15.00%

20.00%

25.00%

30.00%

35.00%

40.00%

45.00%

Working Group

Pe

rce

nta

ge R

esp

on

se

Employee Working Group


Survey Question Results

The following will outline each question statements and sub-questions of the corresponding

results.

The question statements had predetermined responses which the participate could select from.

These close-ended questions provided the data as outlined below. This data is unaltered and

taken directly from the survey responses.

The sub-questions (open-ended comments) will not be displayed in the data below. Open-ended

questions provide excellent insight as employees aren’t limited to a predetermined set of possible

answer choices. Instead, we end up collecting a rich pool of genuine opinions on the topic. This

data was analyzed and where appropriate to do so, themed and categorized for repetitive

comment topics, and considered with respect to the question it follows. Many of these written

comments assist in forming the intended actions to be taken as a result of this survey.

Where indicated, the question statement will note how many respondents did not answer the

questions. All close-ended questions required a response. If a participant started a survey,

answering a few questions but did not complete it, the survey would note that as a “skipped

question”.

1) Employee Safety

Question 4: I am confident that I have the appropriate training and experience to

perform my job in a safe manner.

Question 5: I am clear about my rights and responsibilities in relation to

workplace health and safety.

100.00%

0.00% 0.00%

Yes No If your select No,what education or

training could assist?

0.00%

20.00%

40.00%

60.00%

80.00%

100.00%

120.00%


Question 6: The APA places a high priority on the Workplace Health and Safety of

employees.

*Note: 1 respondent skipped question

Question 7: I believe there are reliable systems, including risk assessments, are

in place to identify, prevent and deal with hazards at work.


100.00%

0.00%

Yes No

0.00%

20.00%

40.00%

60.00%

80.00%

100.00%

120.00%

42.37%47.46%

10.17%

0.00%

Stronglyagree (25)

Agree (28) Disagree (6) Stronglydisagree (0)

0.00%5.00%

10.00%15.00%20.00%25.00%30.00%35.00%40.00%45.00%50.00%

Agreement Response

Pe

rce

nta

ge R

esp

on

se

30.51%

59.32%

10.17%

0.00%

Strongly agree(18)


0.00%

10.00%

20.00%

30.00%

40.00%

50.00%

60.00%

70.00%

Agreement Response

Pe

rce

nta

ge R

esp

on

se


Question 8: There is regular and timely communication between employees and

management about safety issues and how it may impact an

employee's daily work.


Question 9: At the APA, workplace health and safety is considered to be at least

as important as service delivery and quality.


30.51%

57.63%

10.17%

1.69%

Strongly agree(18)

Agree (34) Disagree (6) Strongly disagree(1)

0.00%

10.00%

20.00%

30.00%

40.00%

50.00%

60.00%

70.00%

Agreement Response

Pe

rce

nta

ge R

esp

on

se

37.29%

44.07%

18.64%

0.00%

Strongly agree(22)


0.00%

5.00%

10.00%

15.00%

20.00%

25.00%

30.00%

35.00%

40.00%

45.00%

50.00%

Agreement Response

Re

cen

tage

Re

spo

nse


Question 10: The Workplace Health and Safety Committee (aka OHS Committee) is

effective in addressing the health and safety concerns of all

employees.


Question 11: If I became aware of a health or safety concern or hazard at my

workplace, I would know who to report it to.

Note: 1 respondent skipped question

Question 12: I feel free and comfortable to voice concerns or to make suggestions

for the improvement of the workplace health and safety at my job.

22.03%

64.41%

13.56%

0.00%

Strongly agree(13)


0.00%

10.00%

20.00%

30.00%

40.00%

50.00%

60.00%

70.00%

Agreement Response

Pe

rce

nta

ge R

esp

on

se

100.00%

0.00%

Yes (59) No (0)

0.00%

20.00%

40.00%

60.00%

80.00%

100.00%

120.00%

Response

Pe

rce

nta

ge R

esp

on

se



Question 13: I feel comfortable submitting a near-miss, incident or accident report

to APA Management.


Question 14: Near-miss, incidents or accidents reported are investigated quickly

and appropriate actions are taken to improve workplace health and

safety of employees.

91.53%

8.47%

Yes (54) No (5)

0.00%

20.00%

40.00%

60.00%

80.00%

100.00%

Response

Pe

rce

nta

ge R

esp

on

se

94.92%

5.08%

Yes (56) No (3)

0.00%

20.00%

40.00%

60.00%

80.00%

100.00%

Response

Pe

rce

nta

ge R

esp

on

se



2) Employee Health and Wellness

Question 15: I feel like a valuable member of APA team.

*Note: 6 respondents skipped question

Question 16: My fellow colleagues care about me as a person, providing support

to balance my family, work and personal life.

22.03%

62.71%

15.25%

0.00%

Strongly agree(13)


0.00%

10.00%

20.00%

30.00%

40.00%

50.00%

60.00%

70.00%

Agreement Response

Pe

rce

nta

ge R

esp

on

se

27.78%

57.41%

12.96%

1.85%

Strongly agree(15)


0.00%

10.00%

20.00%

30.00%

40.00%

50.00%

60.00%

70.00%

Agreement Response

Re

cen

tage

Re

spo

nse



Question 17: Using the scale of 1 to 10, how would you rate your overall feeling of

wellbeing when you're at work?

Of 54 responses, the average feeling of wellness at work was 7.6 out of 10.

With 10 being the “most well”.

Question 18: I believe I have a good work-life balance


Question 19: Using the scale of 1 to 10, how would you rate your stress level at

work?

Of 54 responses, the average feeling of stress at work was 4.4 out of 10.

With 10 being the “most stressed”.

27.78%

55.56%

12.96%

3.70%

Strongly agree(15)


0.00%

10.00%

20.00%

30.00%

40.00%

50.00%

60.00%

Agreement Response

Pe

rce

tnag

e R

esp

on

se

88.89%

11.11%

Yes (48) No (6)

0.00%

20.00%

40.00%

60.00%

80.00%

100.00%

Response

Pe

rce

tnag

e R

esp

on

se


Question 20: What are some of the contributing factors to your stress level at

work?

Of the 50 open-ended responses, the comments were themed and

categorized when multiple responses indicated the same stressor factors.

*Note 10 responses were nil.

Question 21: Do you feel you have enough time to complete your work

responsibilities within the hours assigned as your usual workday?


15%

12%

10%

6%

6%

4%

4%

2%

0% 2% 4% 6% 8% 10% 12% 14% 16%

APA Management (8)

Colleagues (6)

Nature of the job (5)

Fatigue Management (3)

Pilot Boats (3)

Technology used on the job (2)

Lack of Resources (2)

Non -work related factors (1)

Percentage Response

Stre

ss F

acto

r

Employee Reported Stressor Factors

31.48%

51.85%

12.96%

3.70%0.00%

Always (17) Usually (28) Sometimes(7)

Rarely (2) Never (0)

0.00%

10.00%

20.00%

30.00%

40.00%

50.00%

60.00%

Response

Pe

rce

nta

ge R

esp

on

se


Question 22: I believe the APA’s leadership has a genuine interest in the welfare

and satisfaction of all employees.


Question 23: In a time of need, I would feel comfortable contacting a direct

manager, HR or a Chief Officer (CEO CFO,COO) to report an issue

impacting my daily work.


31.48%

46.30%

18.52%

3.70%

Strongly agree(17)


0.00%

10.00%

20.00%

30.00%

40.00%

50.00%

Response

Pe

rce

tnag

e R

esp

on

se

90.74%

9.26%

Yes (49) No (5)

0.00%

20.00%

40.00%

60.00%

80.00%

100.00%

Response

Pe

rce

tnae

Re

spo

nse


Question 24: I am satisfied with the external resources available to me for reporting

sensitive information regarding myself or issues in my place of work, e.g. Employee and

Family Assistance Program or ConfidenceLine.


Question 25: How could the APA help you improve your physical and or mental

health? (i.e. education sessions about healthy living, change in policy

or procedure, access to resources for physical or mental wellness

programs, etc.)

4%

4%

6%

7%

13%

15%

20%

31%

0% 5% 10% 15% 20% 25% 30% 35%

Other (2)

Better access to vacation days and flex time options (2)

Review of policy for fatigue management (3)

Senior Management to listen to Employee Input (4)

Maintain status quo (7)

More options for health & wellness reimbursement (8)

More education on workplace health & wellness (11)

No suggestion (17)

Percentage Response

Emp

loye

e S

ugg

est

ion

s

Employee Suggestions for Improved Phsyical or Mental Health at Work

96.30%

3.70%

Satisfied (52) Dissatisfied (2)

0.00%

20.00%

40.00%

60.00%

80.00%

100.00%

120.00%

Satisfaction Response

Pe

rce

ten

age

Re

spo

nse


Outcomes and Actions

Outcomes

The following will outline the strengths and opportunities perceived from the survey results.

Strengths

A “strength” is indicated by a strong positive response rate (>90%).

High percentage agreement scores in this area indicate a strong safety climate at the point in

which this survey was responded to and a growing safety culture. For reference, “safety culture”

is built and sustained over time and “safety climate” is a snapshot of perceptions at one moment

in time.

Some key examples of this from the survey results are:

o 100% of respondents said they are “… confident that [they] have the appropriate

training and experience to perform [their] job in a safe manner”.

o 100% of respondents said they are “… clear about my rights and responsibilities

in relation to workplace health and safety”

o 100% of respondents said if they “… became aware of a health or safety concern

or hazard at [the] workplace, [ they] would know who to report it to.

o 91.5% of respondents said if they would “… feel free and comfortable to voice

concerns or to make suggestions for the improvement of the workplace health

and safety at [their] job”.

o 94% of the respondents said they would “…feel comfortable submitting a near-

miss, incident or accident report to APA Management.”

Attributing to a strong safety culture are continuing feelings of “wellness at work” and having

suitable access to resources which can assist in times of need. High percentage agreement

scores in this area indicate a growing wellness at work culture, as indicated from the responses

to wellness related statements on the current working climate.

o 96.3% of respondents said they are “… satisfied with the external resources

available to [them] for reporting sensitive information regarding myself or issues

in my place of work, e.g. Employee and Family Assistance Program or

ConfidenceLine.”

o 90% of respondents reported they “In a time of need, would feel comfortable

contacting a direct manager, HR or a Chief Officer (CEO CFO, COO) to report an

issue impacting [their] daily work.”

o 85.19% of respondents reported they “…. feel like a valuable member of APA

team.”

The above is an initial benchmark indicator of our safety, health and wellness climate during this

snapshot of time. If safety and wellness climate indicators remain consistently positive over

multiple points in time, it will inevitably have an impact on overall employee safety, health and

wellness culture at the APA. This is an area of strength with opportunities for improvement. This


must continue to be a standing priority for all management and employees of the APA.

Opportunities

As an organization that strives for continuous improvement, all survey data could be classified

as an opportunity for improvement. Based on analysis of trends in survey close-ended and

open-ended questions, the following are the critical opportunities for improvement as indicated

by respondents.

1) Closed loop communications on submitted safety observations, near-miss, incident and

accident reporting.

Survey responses suggest a need for improvement in closed loop communication on

submitted safety observations, near-miss, incident and accident reporting. There is an

opportunity for increased communication of these items for the purposes of employee

knowledge sharing across districts of lessons learned and best practices.

2) Education on OHS tools available to employees

Survey responses suggest a gap in awareness of available tools and resources available to

employees and how they can easily access these items. Further, there is an opportunity for

improvement in resource and reference offerings for employees.

3) Communication from Senior Management

Survey responses indicate a need for increased communications from management which

are transparent, consistent and delivered at an expected frequency regarding safety, health

and wellness. This will ensure accurate and timely shared messaging to all employees and

encourage an ongoing dialogue on employee safety, health and wellness.

4) Wellness Committee

Survey responses indicated a positive response for increasing employee education on

workplace health and wellness best practices, trends, innovative programs (via bulletins,

emails or webinars). Further, it was indicated that access to current wellness programs and

resources should be shared.

Actions

The following will outline the action plan for addressing the named opportunities.

Opportunity #1: Closed loop communications on submitted safety observations, near-

miss, incident and accident reporting.

Survey Items:

• “There is regular and timely communication between

employees and management about safety issues and how it

may impact an employee’s daily work.”

• “Near-miss, incidents or accidents reported are investigated

quickly and appropriate actions are taken to improve


workplace health and safety of employees.”

Rationale: Survey responses suggest a need for improvements in closed loop

communications on submitted safety observations, near-miss,

incident and accident reporting. There is an opportunity for

increased communication of these items for the purposes of

employee knowledge sharing across districts of lessons learned

and best practices.

Objective Business

Impact:

Increase employee engagement in safety culture

This is what we will

do:

• Streamline reporting – transition all reports received through

from various mechanisms of observations, near-miss,

incident and accident reports to NS5 Enterprise System for

central reporting.

• Timelines for reporting and review – once a report is

submitted, the process for review and subsequent actions

required will follow in a timely manner.

• Communication of status and outcomes - immediate

response to those involved, monthly summary report

discussed with OHS Committee, and copy of summary

report to all APA employees through OHS Minutes.

These are the people

responsible:

Lead: QHSE Manager

Support: Marine Superintendent, Fleet Technical Manager and Pilot

Boat Manager

Timeframe for when

this will be done:

1. QHSE Manager to enter all reports received through various

mechanisms into NS5 effective immediately. Throughout the

remainder of the year, incrementally increase the use of

NS5 project engaging support as required.

2. QHSE Manager and Pilot Boat Manager to ensure

submitted reports from Pilots or Pilot Boat crew are

processed for review in timely manner, providing regular

status updates as required.

3. QHSE Manager to ensure communication of status

summary reports follow the process as indicated above,

effective immediately.

This is what success

looks like:

1. We can show continuous progress on NS5 QHSE and

Maintenance & Purchasing modules project.

2. Communications of status and outcomes of submitted

reports is being shared at least monthly.


This is how we will

measure success:

Short term: Consistent and reliable communication on status and

outcomes to relevant personnel.

Long term: NS5 QHSE and Maintenance & Purchasing modules are

in active use by management and required employees.

We will review our

progress on this

date:

July 31st, 2020. An update will be provided with the results of the

second survey in the series.

Opportunity #2: Education on OHS tools available to employees

Survey Items:

“I believe there are reliable systems, including risk assessments,

are in place to identify, prevent and deal with hazards at work.”

Rationale: Survey responses suggest a gap in awareness of available tools

and resources available to employees and how they can easily

access these items. Further, there is an opportunity for

improvement in resource and reference offerings for employees.

Objective Business

Impact:

Increase employee’s “safety tool-kit” to ensure best practice

resources are at their fingertips for safe operation in their daily

work.


do:

• Update OHS Section of employee website with available

Resource and Reference Library

• Review of current Job Safety Analysis (JSA) and Risk

Assessments. Education plan for all employees on both items.

• Training for OHS Committee representatives on responsibilities

within districts to support fellow employees on safety matters

and available resources.


responsible:

Lead: QHSE Manager

Support: Marine Superintendent and Director of Human Resources

Timeframe for when

this will be done:

1. QHSE Manager to update OHS Section of employee

website within one month and continuously to follow as

required.

2. QHSE Manager and Marine Superintendent to review

current JSA and Risk Assessment tools consulting others as

required. Once completed, launch education plan for all

staff. To be completed by September 1, 2020.

3. QHSE Manager and Director of HR to source OHS

Committee training on roles and responsibilities. Training


plan to be created within two months.


looks like:

1. All relevant employees have received education on OHS

reference tools and resources available to them.

2. Training for OHS Committee has been delivered.

This is how we will

measure success:

Short term: JSA and Risk Assessments are reviewed and up to

date. Education for access to references and resources is known

my all employees.

Long term: Employees are confident in their abilities to access and

practically apply resources in place to identify, prevent and deal

with hazards at work.

We will review our

progress on this

date:



Opportunity #3: Communication of Safety, Health and Wellness updates quarterly from

Senior Management

Survey Items:

• “The APA places a high priority on the Workplace Health

and Safety of employees.”

• “At the APA, workplace health and safety is considered to

be at least as important as service delivery and quality.”

Rationale: Survey responses indicate a need for increased communications

from management which are transparent, consistent and delivered

at an expected frequency regarding safety, health and wellness.

This will ensure accurate and timely shared messaging to all

employees and encourage an ongoing dialogue on employee

safety, health and wellness.

Objective Business

Impact:

Increase employee engagement through communication of matters

which impact the daily safe work of employees.


do:

• Communication of OHS update quarterly from Senior

Management

• Establish Employee Recognition Program for individuals

modelling excellence in Safety Behavior


responsible:

Lead: Chief Executive Officer

Support: QHSE Manager, Marine Superintendent, Director of HR,

other management as required


Timeframe for when

this will be done:

1. Chief Executive Officer (CEO) will issue quarterly OHS

update to all employees, starting in Q2 2020.

2. QHSE Manager and Director of HR will create Employee

Recognition program for Safety in Q2 2020. This program

will be conducted through the WHSC Committee, with each

district representative bringing nominations forward to the

Committee for voting. Nominations will be submitted by

peers or by management. Recognition will be on a quarterly

basis.


looks like:

1. CEO reports will be issued on a quarterly basis.

2. Employee Recognition Program is active on a quarterly

basis.

This is how we will

measure success:

Short term: Employees engage in safety culture through quarterly

updates and offer nominations for safety recognition of their peers.

Long term: Actions established enhance safety culture of the APA.

We will review our

progress on this

date:



Opportunity #4: Wellness Committee

Survey Items: • “Using the scale of 1 to 10, how would you rate your overall

feeling of wellbeing when you're at work?”

• “How could the APA help you improve your physical and or

mental health?”

Rationale: Survey responses indicated a positive response for increasing

employee education on workplace health and wellness best

practices, trends, innovative programs (via bulletins, emails or

webinars). Further, it was indicated that access to current wellness

programs and resources should be shared.

Objective Business

Impact:

Increase employee engagement through bettering the access to

support, education and wellness resources to overall improve in

their feeling of “wellness” at work.


do:

• Update OHS section of employee website with new

“Wellness at Work” dedicated section.

• Engaging the Wellness Committee (sub-committee of

WHSC Committee), to establish Employee Wellness


Education Program


responsible:

Lead: Director of HR

Support: Wellness Committee, QHSE Manager

Timeframe for when

this will be done:

1. Director of HR and QHSE Manager to update OHS Section

of website with “Wellness at Work”, This will outline current

and future programs, resources available to employees. To

be completed within one month.

2. Director of HR and Wellness Committee to start working on

the creation of Employee Wellness Education Program,

which will involve initiatives of education and programs

accessible to all employees of the APA. To begin in Q2 and

to progress throughout 2020.


looks like:

1. “Wellness at Work” section on employee website is actively

updated and utilized by employees

2. Wellness Committee has made progress in establishing new

wellness initiatives for all employees.

This is how we will

measure success:

Short term: Employees are actively engaged in wellness at work

through receiving educational materials and participating in

wellness initiatives as established.

Long term: Actions established enhance the wellness and safety

culture of the APA.

We will review our

progress on this

date:



We will review the progress of each action item incrementally with each subsequent survey series

report. The action items will culminate in a final status report at the end of 2020.

Conclusion

We thank you for your participation in the first survey of our 2020 series, Employee Safety, Health

and Wellness. Your feedback is essential in highlighting were we as an organization are strong

and, indicting areas of opportunity for improvement.

The next survey in our 2020 series is Survey 2: APA Communication and Feedback. This survey

will focus on the current informal and formal forums for communication between you and fellow

APA employees, you and management/senior management. Questions regarding teamwork,

transparency, forums for feedback, and clarity of communication will be major themes of this

survey. This survey will be distributed at the end of Q2 and a communication sent with the


associated link for participation.

Any questions or comments on this report can be directed to Jennifer Campbell, Director of

Human Resources.

Documents

EMPLOYEE SURVEY SERIES SUMMARY REPORT Survey 1: …...The above is an initial benchmark indicator of our safety, health and wellness climate during this snapshot of time. If safety