2. Foreword

4. This Human Resources Management Report is an annual snapshot of Industry Canada’s workforce demographics and the employee flows into, around and out of the department during the most recent fiscal year. Its purpose is to inform decision-making by senior management and to serve as a reference document for all those seeking information about our workforce for business or personal interest reasons.

6. New this year is a format change to make this information more easily accessible to those who access it in its web-based edition. We have increased font sizes as well to make the information easier to read for all. A new section on Pay Scales of Major Occupational Groups has been added. We eliminated some information that was redundant or no longer needed. We have updated the demographics of our manager’s community in accordance with a new public service wide definition. Otherwise, the report remains much the same as in recent years.

8. Of particular note in 2004-2005:

9. »Continuing a recent trend, the total size of Industry Canada’s workforce declined by 99 employees to 5880 employees as of March 31, 2005. However, the number of indeterminate employees actually increased by 44 to 5539 at the end of last fiscal year.

10. »The average age of Industry Canada employees increased to 44.0 years from 42.9 years reflecting the demographic effect of the bulge in public service hiring that occurred 25 to 35 years ago. The proportion of employees 50 years or older is now 33.4% up from 29.8% a year earlier, mirroring a similar trend in the public service as a whole.

11. »There was a significant improvement from 83.1% to 89.4% in the reported proportion of employees who meet the language requirements of their position. This trend was observed in most organizations reflecting both the efforts of these organizations and the individuals involved.

12. »Industry Canada continued to make good progress in achieving its employment equity representation goals. Designated group representation exceeds the workforce availability for aboriginal peoples and persons with disabilities. Representation of visible minorities increased by 0.2% to 9.8%. This lags behind their workforce availability, which is 10.7% and increasing.

14. Public service modernization has arrived and with it a complete new values based staffing regime. In December 2005, the department will introduce a strategic staffing process to enable sector and branch management to plan for and make use of the new staffing flexibilities in order to implement their business strategies and plans. Workforce information at the sector and branch level and consultation service will be provided as tools to support managers in this process. Should you have any questions on the content of this report or on what’s coming in terms of strategic HR planning under modernization, do not hesitate to contact Dave Morgan, Manager Demographics and HR Planning, Human Resources Branch, at (613) 952- 0807 or at morgan.dave@ic.gc.ca.morgan.dave@ic.gc.ca.

16. Table of Contents

17. – Industry Canada Workforce by Employee Status 4-6 – Industry Canada Workforce by Region and Working Level 7-8

18. Workforce Breakdown by Gender 11 – Pay Scales of Major Occupational Groups19 – Promotions 50-53 – I. Organizations within IC 66 – II. Major Occupational Categories and Groups 67

19. Industry Canada Workforce by Employee Status

20. Industry Canada Workforce by Employee Status (cont’d)

22. Workforce Distribution by Employment StatusSectors Casual %CAOperations AtlanticOSBCorporate ServicesCIOIC March 2006IC March 1995Industry Canada Workforce by Region and Working Level

25. Workforce Representation by Working LevelWorking Level*

26. Industry Canada Workforce by Region and Working Level (cont’d)

27. Workforce Distribution by Province and SectorSectors PENBNCRMNABYT TotalOperationsOSB31 25Corporate ServicesIC Total

28. Workforce Breakdown by Occupational Group

29. Workforce Breakdown by Occupational Group (cont’d)

31. The Two Largest Occupational Groups Per Organization SectorsCAOperations TPCOSBCorporate ServicesWorkforce Breakdown by Gender

34. This section discusses the representation of women and men across departmental organizations.

37. Workforce Distribution by GenderOperationsOSB Corporate Services

49. Employment Equity Groups

51. Industry Canada’s employment equity groups are represented as follows: 2.5% are aboriginal, 5.0% are persons with disabilities, 9.9% are persons in a visible minority group and 49.2% are women.

54. Employment Equity Groups (cont’d)

57. Departmental representation exceeds WFA in each employment equity group except for visible minorities. Representation of visible minorities continues to increase rapidly in the Canadian labour force. The new visible minority WFA of 10.6% for Industry Canada, derived from the 2001 census, is up from 8.4% in the 1996 census. Despite the new target, Industry Canada has made significant progress with visible minority representation (9.9%). The following tables identify in more detail where continued progress could be made. The under-represented areas are aboriginal peoples in the executive category, visible minorities in the administration and foreign service category, persons with disabilities in the scientific and professional category, and women in the executive and technical categories.

60. indeterminate employees, term employees and seasonal employees are all included in these calculations. Not included are casuals, employees on leave without pay, students, exempt ministerial staff and Governor-in-Council appointees. Employees on secondment are reported under their home department. The significant population difference in these analyzes compared to those earlier in the report are due to the exclusion of employees on leave and casual employees in the employment equity analyses.

61. Employment Equity Groups (cont’d)

62. Representation of Employment Equity Group Members by Major

63. Adm. and FSEmployment Equity Groups (cont’d)

65. Industry Canada’s self-identified visible minority representation meets or exceeds workforce availability (WFA) in four of the regions below, down by one from the previous year. The National Capital Region, Ontario Region, Manitoba and Saskatchewan are not as well represented. The gap in representation of visible minorities represents a recruitment and retention challenge for Industry Canada, particularly in the NCR where 75.1% of Industry Canada’s workforce is located. Aboriginals are well represented except in Saskatchewan, where one person would make the difference. Women are well represented in the NCR and Manitoba.

66. Representation of Employment Equity Group Members by RegionAll

68. Employment Equity Groups (cont’d)

72. Industry Canada Managers

74. The definition used to identify managers in the federal public service, including Industry Canada has changed as of 2005. Previously managers were broadly defined as those at working levels EX minus 1, EX minus 2 and in regions EX minus 3, either managing people or leading a team. They typically helped shape strategic direction of their branch/sector and might or might not have had budget responsibility. Managers were previously subdivided into Team Leaders and Line Managers.

75. SectorsCOCSENESTotal Industry Canada Managers (cont’d)

76. Manager Distribution by Working Level, Gender and Average AgeWorking Level Pay Scales of Major Occupational Groups*

78. * Text and table for this section prepared in consultation with Executive Group Services and Development Programs.

79. Linguistic Profile

80. –First Official Language of Employees

81. SectorsOperations Corporate ServicesCAS Linguistic Profile (cont’d)