1. Conflict Management Office Self-assessment tool
UAT draft version 1.1
Conflict Management Office Self-assessment tool
Determine which services best meet your conflict management needs
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CONFLICT MANAGEMENT OFFICE

2. Instructions
This tool is designed to help you understand the options available to you to help address your workplace conflict. The option is only recommended and not required.
The “Back” button will take you to the previous slide.
The “Back to Start” button will take you back to this slide.
SINGLE MONITOR USERS: If you are using a single monitor links will pop-up behind the tool so you will need to tab between windows using “Alt-Tab”.
Click the “ ” to get further information on a specified word or phrase.
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3. Question 1
What do we mean by “conflict”? In essence, conflict is a clash of ideas, interests, values or behaviour among two or more people. When this clash occurs it can manifest in all sorts of ways – silence, taking of sides, gossiping, verbal or physical assaults, withholding information, etc.
Please select the type of conflict you are experiencing or have concerns about.
MY TEAM: As a supervisor, I am experiencing conflict on my team.
MY CO-WORKER: I am experiencing conflict with a co-worker.
MY SUPERVISOR/MANAGER: I am experiencing conflict with my supervisor/manager.
OTHER MANAGER: I am experiencing conflict with a manager who is not my supervisor.
CUSTOMER: I am experiencing conflict with a customer, a member of the public or a contractor.
POTENTIAL VIOLENCE: I have concerns of potential violence (such as actual threats or concerning behaviours).
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NOTE:
If there appears to be an imminent threat of violence, contact security and/or 911 immediately, then report it to your supervisor/manager.

4. Consult with Occupational Health and Safety with concerns of potential violence
If you have concerns of potential violence (such as actual threats being uttered or concerning behaviours) you may consult with an Occupational Safety and Health Specialist. 
The Conflict Management Office’s mandate does not include matters related to safety violations, threats of violence , staffing or vacation requests, special leave requests, scheduling and hours of work, interpretation of policies or law, hiring, compensation, benefits, LTD applications, privacy incidents, safety violations, threats of violence, active WorkSafeBC complaints, alleged violations of criminal law, or formal grievances through the collective bargaining agreements.
Staff must report safety concerns to their supervisor/manager.
This link to MyHR provides information on safety roles and responsibilities as required by WorkSafeBC:
Managers and supervisors may contact Occupational Health and Safety through AskMyHR by requesting Workplace Safety and then Urgent Health & Safety Support:
Manager/Supervisor’s Guide on How to Recognise the Potential of a Targeted Threat of Violence in the Workplace:
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Summary of your responses:
The nature of this conflict has resulted in having concerns of potential violence. b

5. Question 2 Is this a conflict limited primarily to two individuals?
In addition to resolving interpersonal conflicts between two people, the Conflict Management Office also offers services to teams that are experiencing difficulties in order to improve collaboration and relationship dynamics.
If you are experiencing conflict with a team or group of people select “No”.
Yes No
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6. Question 3
Is the conflict related to an active grievance process or investigation?
By “active” grievance process or investigation, we mean that you, as a manager or supervisor, have been working with Labour Relations Branch or another department of the BC PSA to handle this conflict through some kind of process. The Conflict Management Office cannot offer parallel services that will interfere or confuse a process already underway.
Yes No
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7. Please consult with an HRA
The Conflict Management Office cannot offer parallel services while you are going through a formal process. Please consult with a Human Resources Advisor about other options available to you.
The Conflict Management Office’s mandate does not include matters related to staffing or vacation requests, special leave requests, scheduling and hours of work, interpretation of policies or law, hiring, compensation, benefits, LTD applications, privacy incidents, safety violations, threats of violence, active WorkSafeBC complaints, alleged violations of criminal law, or formal grievances through the collective bargaining agreements.
A Human Resources Advisor can talk to you about the resources available to address a variety of challenges.
Managers and supervisors may contact a Human Resources Advisor through AskMyHR by requesting Employee & Labour Relations | Managing Grievances:
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Summary of your responses:
You are a manager or supervisor needing assistance with conflict on your team.
This is a conflict limited primarily to two individuals.
The conflict is related to an ongoing grievance process or investigation.

8. Question 4
Is this conflict based on a complaint, a serious workplace conduct such as an alleged violation of law or policy, or has there been a serious breach, such as bullying or harassment?
You must take steps to review any complaints of bullying and follow through with appropriate action. If bullying is alleged, particularly if there is suspected misconduct that may require disciplinary action, contact a HRA immediately for guidance.
“Bullying”:
“Discrimination and Harassment in the Workplace”:
Yes No
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9. Please consult with an HRA
Sometimes allegations of “bullying” or “harassment” do not meet the legal criteria for bullying or harassment. Nonetheless, the parties in the situation may feel intimidated or fearful, and upset enough to seek your help with this matter. To determine which services are best suited for your situation, talk to an Human Resources Advisor to learn about options.
A Human Resources Advisor can talk to you about the resources available to address a variety of challenges.
Managers and supervisors may contact a Human Resource Advisor through AskMyHR by requesting Employee & Labour Relations | Other Issues & Inquiries:
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Summary of your responses:
You are a manager or supervisor needing assistance with conflict on your team.
This conflict is limited primarily to two individuals.
The conflict is not related to an ongoing grievance process or investigation.
This conflict is rooted in an alleged violation of law or standards of conduct, such as bullying or harassment.

10. Question 5
Is this conflict related to staffing, scheduling, vacation or special leave requests, compensation, benefits, LTD applications, or privacy incidents?
Yes No
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11. Please consult with an HRA
The Conflict Management Office cannot offer parallel services while you are trying to resolve this matter through a grievance, investigative or other formal process. Once you have completed the process with Labour Relations or another department, please consult with a Human Resources Advisor about other options.
A Human Resources Advisor can talk to you about the resources available to address a variety of challenges.
The CMO mandate does not include matters related to staffing or vacation requests, special leave requests, scheduling and hours of work, interpretation of policies or law, hiring, compensation, benefits, LTD applications, privacy incidents, safety violations, threats of violence, active WorkSafeBC complaints, alleged violations of criminal law, or formal grievances through the collective bargaining agreements.
Managers and supervisors may contact a Human Resources Advisor through AskMyHR by requesting Leave & Time Off | sub-category as appropriate:
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Summary of your responses:
You are a manager or supervisor needing assistance with conflict on your team.
This is a conflict limited primarily to two individuals.
The conflict is not related to an ongoing grievance process or investigation.
This conflict is not rooted in an alleged violation of law or standards of conduct, such as bullying or harassment.
This conflict is related to staffing, scheduling, vacation or special leave requests, compensation, benefits, LTD applications, or privacy incidents.

12. Question 6 What is the main issue in the conflict (select one)?
Conflict situations are often complex, and more than one issue may underlie the conflict. In choosing from the menu below, please consider the issue that is most pronounced or dominant in the conflict situation you want to address.
What is the main issue in the conflict (select one)?
We have concerns of potential violence (such as actual threats being uttered or concerning behaviours)
Conflict has led to concerns about personal safety
Inappropriate conduct
Productivity has slowed because people are unable to get along
Communication or personality style difference
Two people are not getting along, and I am not sure what to do
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13. Consider your next steps related to inappropriate conduct
Select the next step you would like to take from this list of options:
Option 1
The Conflict Management Office might be able to assist with this conflict if the following are true:
The parties have some insight that working through this conflict will positively impact the work environment
The parties demonstrate a willingness to improve their relationships
A Human Resources Advisor will help you understand how best to proceed if you are not sure the parties will benefit from Conflict Management Office assistance.
Option 2
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14. Contact the CMO for your issue related to inappropriate conduct
As a Centre of Excellence in the area of conflict resolution, the Conflict Management Office’s purpose is to provide employees, supervisors and managers a confidential place to assess and resolve interpersonal workplace conflict based on voluntary participation and an informal approach.
The Conflict Management Office provides an alternative to an investigation.
The Conflict Management Office comes to you by going anywhere in the province.
Talk to the Conflict Management Office to learn which of our services might be best for you at this time. We offer conflict coaching, facilitated conversation services, one-to-one mediation, training, skills and we also work with teams to get everyone back on track after a conflict situation.
All calls are confidential:
End
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Summary of your responses:
You are a manager or supervisor needing assistance with conflict on your team.
This is a conflict limited primarily to two individuals.
The conflict is not related to an ongoing grievance process or investigation.
This conflict is not rooted in an alleged violation of law or standards of conduct, such as bullying or harassment.
This conflict is not related to staffing, scheduling, vacation or special leave requests, compensation, benefits, LTD applications, or privacy incidents.
The nature of this conflict is that of inappropriate conduct. b

15. Consult an HRA for your issue related to inappropriate conduct
A Human Resources Advisor will help you understand how best to proceed if you are not sure the parties will benefit from Conflict Management Office assistance.
Managers and supervisors may contact a Human Resources Advisor through AskMyHR by requesting Employee & Labour Relations | Managing Behaviour:
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Summary of your responses:
You are a manager or supervisor needing assistance with conflict on your team.
This is a conflict limited primarily to two individuals.
The conflict is not related to an ongoing grievance process or investigation.
This conflict is not rooted in an alleged violation of law or standards of conduct, such as bullying or harassment.
This conflict is not related to staffing, scheduling, vacation or special leave requests, compensation, benefits, LTD applications, or privacy incidents.
The nature of this conflict is that of inappropriate conduct. c

16. Consider your next steps because conflict is impacting your productivity
Select the next step you would like to take from this list of options:
Option 1
The Conflict Management Office might be able to assist with this conflict if the following are true:
The parties have some insight that working through this conflict will positively impact the work environment
The parties demonstrate a willingness to improve their relationships
A Human Resources Advisor will help you understand how best to proceed if you are not sure the parties will benefit from Conflict Management Office assistance.
Option 2
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17. Contact the CMO for conflict that is impacting your productivity
As a Centre of Excellence in the area of conflict resolution, the Conflict Management Office’s purpose is to provide employees, supervisors and managers a confidential place to assess and resolve interpersonal workplace conflict based on voluntary participation and an informal approach.
The Conflict Management Office provides an alternative to an investigation.
The Conflict Management Office comes to you by going anywhere in the province.
Talk to the Conflict Management Office to learn which of our services might be best for you at this time. We offer conflict coaching, facilitated conversation services, one-to-one mediation, training, skills and we also work with teams to get everyone back on track after a conflict situation.
All calls are confidential:
End
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Summary of your responses:
You are a manager or supervisor needing assistance with conflict on your team.
This is a conflict limited primarily to two individuals.
The conflict is not related to an ongoing grievance process or investigation.
This conflict is not rooted in an alleged violation of law or standards of conduct, such as bullying or harassment.
This conflict is not related to staffing, scheduling, vacation or special leave requests, compensation, benefits, LTD applications, or privacy incidents.
The nature of this conflict that productivity has slowed because people are unable to get along. b

18. Consult a HRA for conflict that is impacting your productivity
A Human Resources Advisor will help you understand how best to proceed if you are not sure the parties will benefit from Conflict Management Office assistance.
Managers and supervisors may contact a Human Resources Advisor through AskMyHR by requesting Workplace Disputes & Conflicts | Other Issues & Inquiries:
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Summary of your responses:
You are a manager or supervisor needing assistance with conflict on your team.
This is a conflict limited primarily to two individuals.
The conflict is not related to an ongoing grievance process or investigation.
This conflict is not rooted in an alleged violation of law or standards of conduct, such as bullying or harassment.
This conflict is not related to staffing, scheduling, vacation or special leave requests, compensation, benefits, LTD applications, or privacy incidents.
The nature of this conflict is that productivity has slowed because people are unable to get along. c

19. Consider your next steps related to communication/style differences
Select the next step you would like to take from this list of options:
Option 1
The Conflict Management Office might be able to assist with this conflict if the following are true:
The parties have some insight that working through this conflict will positively impact the work environment
The parties demonstrate a willingness to improve their relationships
A Human Resources Advisor will help you understand how best to proceed if you are not sure the parties will benefit from Conflict Management Office assistance.
Option 2
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Back a

20. Contact the CMO for your communication/style differences
As a Centre of Excellence in the area of conflict resolution, the Conflict Management Office’s purpose is to provide employees, supervisors and managers a confidential place to assess and resolve interpersonal workplace conflict based on voluntary participation and an informal approach.
The Conflict Management Office provides an alternative to an investigation.
The Conflict Management Office comes to you by going anywhere in the province.
Talk to the Conflict Management Office to learn which of our services might be best for you at this time. We offer conflict coaching, facilitated conversation services, one-to-one mediation, training, skills and we also work with teams to get everyone back on track after a conflict situation.
All calls are confidential:
End
Back to Start
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Summary of your responses:
You are a manager or supervisor needing assistance with conflict on your team.
This is a conflict limited primarily to two individuals.
The conflict is not related to an ongoing grievance process or investigation.
This conflict is not rooted in an alleged violation of law or standards of conduct, such as bullying or harassment.
This conflict is not related to staffing, scheduling, vacation or special leave requests, compensation, benefits, LTD applications, or privacy incidents.
The nature of this conflict is communication or personality style differences. b

21. Consult an HRA for communication/style differences
A Human Resources Advisor will help you understand how best to proceed if you are not sure the parties will benefit from Conflict Management Office assistance.
Managers and supervisors may contact a Human Resources Advisor through AskMyHR by requesting Employee & Labour Relations | Managing Behaviour:
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Summary of your responses:
You are a manager or supervisor needing assistance with conflict on your team.
This is a conflict limited primarily to two individuals.
The conflict is not related to an ongoing grievance process or investigation.
This conflict is not rooted in an alleged violation of law or standards of conduct, such as bullying or harassment.
This conflict is not related to staffing, scheduling, vacation or special leave requests, compensation, benefits, LTD applications, or privacy incidents.
The nature of this conflict is communication or personality style differences. c

22. Consider your next steps regarding two people in conflict
Select the next step you would like to take from this list of options:
Option 1
The Conflict Management Office might be able to assist with this conflict if the following are true:
Any anger between the two people has been fairly contained
The parties have some insight that working through this conflict will positively impact the work environment
The parties demonstrate a willingness to improve their relationships
A Human Resources Advisor will help you understand how best to proceed if you are not sure the parties will benefit from Conflict Management Office assistance.
Option 2
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Back a

23. Consult the CMO for two people in conflict
As a Centre of Excellence in the area of conflict resolution, the Conflict Management Office’s purpose is to provide employees, supervisors and managers a confidential place to assess and resolve interpersonal workplace conflict based on voluntary participation and an informal approach.
The Conflict Management Office provides an alternative to an investigation.
The Conflict Management Office comes to you by going anywhere in the province.
Talk to the Conflict Management Office to learn which of our services might be best for you at this time. We offer conflict coaching, facilitated conversation services, one-to-one mediation, training, skills and we also work with teams to get everyone back on track after a conflict situation.
All calls are confidential:
End
Back to Start
Back
Summary of your responses:
You are a manager or supervisor needing assistance with conflict on your team.
This is a conflict limited primarily to two individuals.
The conflict is not related to an ongoing grievance process or investigation.
This conflict is not rooted in an alleged violation of law or standards of conduct, such as bullying or harassment.
This conflict is not related to staffing, scheduling, vacation or special leave requests, compensation, benefits, LTD applications, or privacy incidents.
The nature of this conflict is that two people are not getting along, and I am not sure what to do. b

24. Consult a HRA for two people in conflict
A Human Resources Advisor will help you understand how best to proceed if you are not sure the parties will benefit from Conflict Management Office assistance.
Managers and supervisors may contact a Human Resources Advisor through AskMyHR by requesting Employee & Labour Relations | Managing Behaviour:
End
Back to Start
Back
Summary of your responses:
You are a manager or supervisor needing assistance with conflict on your team.
This is a conflict limited primarily to two individuals.
The conflict is not related to an ongoing grievance process or investigation.
This conflict is not rooted in an alleged violation of law or standards of conduct, such as bullying or harassment.
This conflict is not related to staffing, scheduling, vacation or special leave requests, compensation, benefits, LTD applications, or privacy incidents.
The nature of this conflict is that two people are not getting along, and I am not sure what to do. c

25. Consult with Workplace Health for concerns with personal safety
Please consult with an Occupational Safety Specialist about your safety concerns.
The Conflict Management Office mandate does not include matters related to safety violations, threats of violence, staffing or vacation requests, special leave requests, scheduling and hours of work, interpretation of policies or law, hiring, compensation, benefits, LTD applications, privacy incidents, active WorkSafeBC complaints, alleged violations of criminal law, or formal grievances through the collective bargaining agreements.
Workplace Health:
End
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Summary of your responses:
You are a manager or supervisor needing assistance with conflict on your team.
This is a conflict limited primarily to two individuals.
The conflict is not related to an ongoing grievance process or investigation.
This conflict is not rooted in an alleged violation of law or standards of conduct, such as bullying or harassment.
This conflict is not related to staffing, scheduling, vacation or special leave requests, compensation, benefits, LTD applications, or privacy incidents.
The nature of this conflict that the conflict has led to safety concerns.

26. Consult with Occupational Health and Safety with concerns of potential violence
You have concerns of potential violence (such as actual threats being uttered or concerning behaviours) you may consult with an Occupational Safety and Health Specialist. 
The Conflict Management Office mandate does not include matters related to safety violations, threats of violence, staffing or vacation requests, special leave requests, scheduling and hours of work, interpretation of policies or law, hiring, compensation, benefits, LTD applications, privacy incidents, active WorkSafeBC complaints, alleged violations of criminal law, or formal grievances through the collective bargaining agreements.
Staff must report safety concerns to their supervisor/manager.
This link to MyHR provides information on safety roles and responsibilities as required by WorkSafeBC:
Managers and supervisors may contact Occupational Health and Safety through AskMyHR by requesting Workplace Safety and Urgent Health & Safety Support:
Manager/Supervisor’s Guide on How to Recognise the Potential of a Targeted Threat of Violence in the Workplace:
End
Back to Start
Back
Summary of your responses:
You are a manager or supervisor needing assistance with conflict on your team.
This is a conflict limited primarily to two individuals.
The conflict is not related to an ongoing grievance process or investigation.
This conflict is not rooted in an alleged violation of law or standards of conduct, such as bullying or harassment.
This conflict is not related to staffing, scheduling, vacation or special leave requests, compensation, benefits, LTD applications, or privacy incidents.
The nature of this conflict has resulted in us having concerns of potential violence.

27. Question 3
A team conflict can include behaviours that negatively impact relationships and disrupt team effectiveness. Such behaviours might include consistent tardiness, off-colour jokes, gossiping, failing to respond to requests, undermining the work or character of others.
If this applies to your team select “Yes”.
If this does not apply to your team, or if this conflict is related to staffing, scheduling, vacation or special leave requests, compensation, benefits, LTD applications, or privacy incidents, select “No”.
If your concerns are about something other than interpersonal or team conflict, please consult with a Human Resources Advisor through AskMyHR by requesting Employee & Labour Relations | Other Issues & Inquiries:
Yes No
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28. Consult with a HRA as your team is not operating in a pattern of conflict
Managing situations in which people and teams are not getting along can be challenging. The causes and the solutions to the challenges vary. Talk with a Human Resources Advisor about your concerns and they can point you in the right direction for resolution.
A Human Resources Advisor can offer you a confidential consultation about the available resources to you in addressing a variety of challenges.
Managers and supervisors may contact a Human Resources Advisor through AskMyHR by requesting Employee & Labour Relations | sub-category as appropriate:
End
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Summary of your responses:
You are a manager or supervisor needing assistance with conflict on your team.
This is not a conflict limited primarily to two individuals.
Your team is not operating in a pattern of conflict (this can include behaviours that negatively impact relationships and disrupt team effectiveness, and such behaviours might include consistent tardiness, off-colour jokes, gossiping, failing to respond to requests, undermining the work or character of others), or the conflict is related to staffing, scheduling, vacation or special leave requests, compensation, benefits, LTD applications, or privacy incidents.

29. Question 4
Is this conflict related to an active grievance process or investigation?
By “active” grievance process or investigation, we mean that you, as a manager or supervisor, have been working with Labour Relations or another department to handle this conflict through some kind of process. The Conflict Management Office cannot offer parallel services that will interfere or confuse a process already underway.
Yes No
Back to Start
Back

30. Please consult with an HRA
The Conflict Management Office cannot offer parallel services while you are trying to resolve this matter through the grievance, investigative or other HR processes. Once you have completed the process with Labour Relations or another department, please consult with a Human Resources Advisor about other options.
A Human Resources Advisor can talk to you about the resources available to address a variety of challenges.
The Conflict Management Office mandate does not include matters related to staffing or vacation requests, special leave requests, scheduling and hours of work, interpretation of policies or law, hiring, compensation, benefits, LTD applications, privacy incidents, safety violations, threats of violence, active WorkSafeBC complaints, alleged violations of criminal law, or formal grievances through the collective bargaining agreements.
Managers and supervisors may contact a Human Resources Advisor through AskMyHR by requesting Employee & Labour Relations | Managing Grievances:
End
Back to Start
Back
Summary of your responses:
You are a manager or supervisor needing assistance with conflict on your team.
This is a conflict limited primarily to two individuals.
Your team is operating in a pattern of conflict.
The conflict is related to an ongoing grievance process or investigation.

31. Question 5 What is the nature of this conflict?
We recognize that conflict situations are often complex, and that more than one issue may underlie the conflict. In choosing from the menu below, please consider the issue that is most pronounced or dominant in the conflict situation you want to address.
What is the nature of this conflict?
We have just completed an investigation and need to put the team back together
We are struggling to adapt to changes, e.g., in leadership, structures, processes
The behaviours of some team members are creating an unhealthy work environment
We have a team member who is creating a psychologically unsafe work environment
We have concerns of potential violence (such as actual threats being uttered or concerning behaviours)
Employees are insubordinate and/or extremely disrespectful to a manager
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32. After an investigation
Investigations, although often necessary, can be disruptive to a team. The Conflict Management Office’s Workplace Intervention services are designed to restore relationships in your team once the investigation is complete, and get people back on track.
As a Centre of Excellence in the area of conflict resolution, the Conflict Management Office’s purpose is to provide employees, supervisors and managers a confidential place to assess and resolve interpersonal workplace conflict based on voluntary participation and an informal approach.
The Conflict Management Office provides an alternative to an investigation.
The Conflict Management Office comes to you by going anywhere in the province.
Talk with the Conflict Management Office to learn more about our solutions and approach to repairing teams and restoring morale.
All calls are confidential.
End
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Summary of your responses:
You are a manager or supervisor needing assistance with conflict on your team.
This is not a conflict limited primarily to two individuals.
Your team is operating in a pattern of conflict.
The conflict is not related to an ongoing grievance process or investigation.
We have just completed an investigation and need to put the team back together.

33. Working through change
The Conflict Management Office’s Workplace Intervention services are designed to support teams who experience conflict as a result of change. Our services can get your team back on track.
As a Centre of Excellence in the area of conflict resolution, the Conflict Management Office’s purpose is to provide employees, supervisors and managers a confidential place to assess and resolve interpersonal workplace conflict based on voluntary participation and an informal approach.
The Conflict Management Office provides an alternative to an investigation.
The Conflict Management Office comes to you by going anywhere in the province.
Talk with the Conflict Management Office to learn more about our solutions and approach to revitalizing teams for improved effectiveness.
All calls are confidential:
End
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Summary of your responses:
You are a manager or supervisor needing assistance with conflict on your team.
This is not a conflict limited primarily to two individuals.
Your team is operating in a pattern of conflict.
The conflict is not related to an ongoing grievance process or investigation.
We are struggling to adapt to changes, e.g., in leadership, structures, processes.

34. Unhealthy work environment
The Conflict Management Office’s Workplace Intervention services are designed to support teams working in an unhealthy or toxic work environment.
Our services can assess what is out of whack and get your team back on track.
As a Centre of Excellence in the area of conflict resolution, the Conflict Management Office’s purpose is to provide employees, supervisors and managers a confidential place to assess and resolve interpersonal workplace conflict based on voluntary participation and an informal approach.
The Conflict Management Office provides an alternative to an investigation.
The Conflict Management Office comes to you by going anywhere in the province.
Talk with the Conflict Management Office to learn more about our solutions and approach to repairing teams and restoring morale.
All calls are confidential:
End
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Back
Summary of your responses:
You are a manager or supervisor needing assistance with conflict on your team.
This is not a conflict limited primarily to two individuals.
Your team is operating in a pattern of conflict.
The conflict is not related to an ongoing grievance process or investigation.
The behaviours of some team members are creating an unhealthy work environment.

35. Please consult with an HRA
Talk with an HRA to explain your situation, and to determine the best course of action to address this behaviour.
A Human Resources Advisor can offer you a confidential consultation about the available resources to you in addressing a variety of challenges.
The Conflict Management Office mandate does not include matters related to staffing or vacation requests, special leave requests, scheduling and hours of work, interpretation of policies or law, hiring, compensation, benefits, LTD applications, privacy incidents, safety violations, threats of violence, active WorkSafeBC complaints, alleged violations of criminal law, or formal grievances through the collective bargaining agreements.
Bullying”:
“Discrimination and Harassment in the Workplace”:
Managers and supervisors may contact a Human Resource Advisor through AskMyHR by requesting Employee & Labour Relations | Other Issues & Inquiries:
End
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Summary of your responses:
You are a manager or supervisor needing assistance with conflict on your team.
This is not a conflict limited primarily to two individuals.
Your team is operating in a pattern of conflict.
The conflict is not related to an ongoing grievance process or investigation.
We have a bully on our team who is creating a psychologically unsafe work environment.

36. Consult with Workplace Health
Physical or psychological safety concerns fall out the Conflict Management Office’s mandate. Please consult with an Occupational Safety Specialist about this threat of violence.
The Conflict Management Office mandate does not include matters related to staffing or vacation requests, special leave requests, scheduling and hours of work, interpretation of policies or law, hiring, compensation, benefits, LTD applications, privacy incidents, safety violations, threats of violence, active WorkSafe complaints, alleged violations of criminal law, or formal grievances through the collective bargaining agreements.
Workplace Health:
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Summary of your responses:
You are a manager or supervisor needing assistance with conflict on your team.
This is not a conflict limited primarily to two individuals.
Your team is operating in a pattern of conflict.
The conflict is not related to an ongoing grievance process or investigation.
We have conflict in our team that has resulted in threats of violence.

37. Consult with an HRA
Talk with a Human Resources Advisor to explain your situation, and determine the best course of action to address this behaviour of insubordination and disrespect.
Managers and supervisors may contact a Human Resources Advisor through AskMyHR by requesting Employee & Labour Relations | Managing Behavior:
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Summary of your responses:
You are a manager or supervisor needing assistance with conflict on your team.
This is not a conflict limited primarily to two individuals.
Your team is operating in a pattern of conflict.
The conflict is not related to an ongoing grievance process or investigation.
Employees are insubordinate and/or extremely disrespectful to a manager. b

38. Question x2
Are you an employee experiencing conflict with a customer, member of the public or a contractor?
Conflict is defined as a clash of ideas, interests, values or behaviours among two or more people. When this clash occurs it can manifest in all sorts of ways – strong disagreements, threats, inappropriate language, etc.
In addition to resolving interpersonal conflicts between two people, the Conflict Management Office also offers services to teams that are experiencing difficulties in order to improve collaboration and relationship dynamics.
If applicable, always consider contacting your union representative or professional association representative
Yes No
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39. Question x3
Are you an employee experiencing ongoing conflict with a peer?
Select “no” if you are experiencing conflict with your supervisor or another individual who is above your level.
Conflict is defined as a clash of ideas, interests, values or behaviours among two or more people. When this clash occurs it can manifest in all sorts of ways – silence, taking of sides, gossiping, verbal or physical assaults, withholding information, etc.
In addition to resolving interpersonal conflicts between two people, the Conflict Management Office also offers services to teams that are experiencing difficulties in order to improve collaboration and relationship dynamics.
If applicable, always consider contacting your union representative or professional association representative
Yes No
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Back b

40. Consider your options
As you are an employee experiencing conflict with a customer, member of the public or a contractor, it is recommended that you speak with your manager or supervisor.
The Conflict Management Office’s role is to assist with internal workplace conflict, and does not have the mandate to assist with conflict or complaints from members of the public or contractors.
If applicable, always consider contacting your union representative or professional association representative
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Summary of your responses:
You are an employee experiencing conflict with a customer, member of the public or a contractor. c

41. Question 2
Have you tried to work this conflict out directly with your peer?
Yes No
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42. Question 3
Are you satisfied that the conflict with your colleague has been resolved?
Yes No
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43. Great!
Great! You are hopefully satisfied with how you resolved this conflict.
If you would like to improve your skills in dealing with conflict, contact Coaching Services for a referral to a Conflict Coach.
Contact Conflict Coaching. All calls are confidential.
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Summary:
You are not a manager or supervisor needing assistance with conflict on your team.
You are an employee experiencing ongoing conflict with a peer.
You have tried to work this conflict out directly with your peer.
You are satisfied that the conflict with your colleague has been resolved.

44. Consider your next steps when dealing with conflict with a colleague
Select the next step you would like to undertake from this list of options:
Option 1
You will talk with your manager or supervisor for assistance (it is always recommended that you consider this option first).
You would like to resolve this conflict on your own, and you would like to improve your skills in dealing with conflict, contact Coaching Services for a referral to a Conflict Coach.
You can contact the Conflict Management Office to learn how we can support you to resolve this conflict with your colleague.
You are not sure what you should do so you can contact the Conflict Management Office for confidential advice.
You feel intimidated or are fearful that there may be “bullying” or “harassment” going on. Sometimes these allegations do not meet the legal criteria. To determine which services are best suited for your situation, talk to an HRA to learn about options.
Option 2
Option 3
Option 4
Option 5
Back to Start
Back a

45. Consider your next steps
You decided you are going to talk with your manager or supervisor for assistance.
Contact Conflict Coaching if you would like any assistance or advice on how to proceed, all calls are confidential:
End
Back to Start
Back
Summary or your responses:
You are not a manager or supervisor needing assistance with conflict on your team.
You are an employee experiencing ongoing conflict with a peer.
You have tried to work this conflict out directly with your peer.
You are not satisfied that the conflict with your colleague has been resolved. b

46. Consider your next steps
You decided you would like to resolve this conflict on your own, and you would like to improve your skills in dealing with conflict. Contact Coaching Services for a referral to a Conflict Coach.
Contact Conflict Coaching. All calls are confidential.
End
Back to Start
Back
Summary of your responses:
You are not a manager or supervisor needing assistance with conflict on your team.
You are an employee experiencing ongoing conflict with a peer.
You have tried to work this conflict out directly with your peer.
You are not satisfied that the conflict with your colleague has been resolved. c

47. Consider your next steps
As a Centre of Excellence in the area of conflict resolution, the Conflict Management Office’s purpose is to provide employees, supervisors and managers a confidential place to assess and resolve interpersonal workplace conflict based on voluntary participation and an informal approach.
The Conflict Management Office provides an alternative to an investigation.
The Conflict Management Office comes to you by going anywhere in the province.
Talk to the Conflict Management Office to learn which of our services might be best for you at this time. We offer one-to-one conflict coaching, facilitated conversations, mediation, skills training, and we also work with teams to get everyone back on track after a conflict situation.
All calls are confidential.
End
Back to Start
Back
Summary of your responses:
You are not a manager or supervisor needing assistance with conflict on your team.
You are an employee experiencing ongoing conflict with a peer.
You have tried to work this conflict out directly with your peer.
You are not satisfied that the conflict with your colleague has been resolved. d

48. Consider your next steps
You are not sure what you should do so you are going to contact the Conflict Management Office for confidential advice.
Talk to the Conflict Management Office to learn which of our services might be best for you at this time. We offer one-to-one conflict coaching, facilitated conversations, mediation, skills training, and we also work with teams to get everyone back on track after a conflict situation.
All calls are confidential.
End
Back to Start
Back
Summary of your responses:
You are not a manager or supervisor needing assistance with conflict on your team.
You are an employee experiencing ongoing conflict with a peer.
You have tried to work this conflict out directly with your peer.
You are not satisfied that the conflict with your colleague has been resolved. e

49. Consider your next steps
We all have a right to work in an environment that is free from intimidation, and we have a responsibility to ensure our own conduct contributes to a positive and safe work environment for everyone.
For more information on Bullying, Discrimination and Harassment in the Workplace and the steps you can take to address it, please see the link:
“Address a Respectful Workplace Issue”
If applicable, always consider contacting your union representative or professional association representative
You may contact a Human Resources Advisor through AskMyHR by requesting Employee & Labour Relations | Other Issues & Inquiries:
End
Back to Start
Back
Summary of your responses:
You are an employee experiencing ongoing conflict with a peer.
You have tried to work this conflict out directly with your peer.
You are not satisfied that the conflict with your colleague has been resolved.
You feel intimidated or are fearful that there may be “bullying” or “harassment” going on. Sometimes these allegations do not meet the legal criteria. f

50. Question 3
Have you talked with your supervisor about this conflict with your peer?
Yes No
Back to Start
Back

51. Question 4
Is your supervisor assisting you and your colleague to resolve this conflict?
Yes No
Back to Start
Back

52. Question 5
Has the conflict with your colleague been resolved to meet your needs?
Yes No
Back to Start
Back

53. Consider your options when dealing with your colleague
Select the next step you would like to undertake from this list of options:
Option 1
You can talk with your manager or supervisor for assistance.
You would like to resolve this conflict on your own. If you would like to improve your skills in dealing with conflict, select this option and contact Coaching Services for a referral to a Conflict Coach.
You would like support to resolve this conflict with your colleague then contact the Conflict Management Office.
You are not sure what you should do and would like confidential advice from the Conflict Management Office.
You feel intimidated or are fearful that there may be “bullying” or “harassment” going on. Sometimes these allegations do not meet the legal criteria. To determine which services are best suited for your situation, talk to an HRA to
learn about options.
Option 2
Option 3
Option 4
Always consider contacting your union representative or professional association representative
Option 5
Back to Start
Back a

54. Consider your options
You want to talk with your manager or supervisor for assistance.
Always consider contacting your union representative or professional association representative
Contact Conflict Coaching if you would like some assistance or advice. All calls are confidential.
End
Back to Start
Back
Summary of your responses:
You are not a manager or supervisor needing assistance with conflict on your team.
You are an employee experiencing ongoing conflict with a peer.
You have not tried to work this conflict out directly with your peer.
Have you talked to your supervisor about this conflict with your peer.
Your supervisor is assisting you and your colleague to resolve this conflict.
The conflict with your colleague has not been resolved to meet your needs. b

55. Consider your options
Because you would like to resolve this conflict on your own, and you would like to improve your skills in dealing with conflict, you are going to contact Coaching Services for a referral to a Conflict Coach.
Always consider contacting your union representative or professional association representative
Contact Conflict Coaching. All calls are confidential.
End
Back to Start
Back
Summary of your responses:
You are not a manager or supervisor needing assistance with conflict on your team.
You are an employee experiencing ongoing conflict with a peer.
You have not tried to work this conflict out directly with your peer.
Have you talked to your supervisor about this conflict with your peer.
Your supervisor is assisting you and your colleague to resolve this conflict.
The conflict with your colleague has not been resolved to meet your needs. c

56. Consider your options
You are going to contact the Conflict Management Office to learn how we can support you to resolve this conflict with your colleague.
Always consider contacting your union representative or professional association representative
Talk to the Conflict Management Office to learn which of our services might be best for you at this time. We offer one-to-one conflict coaching, facilitated conversations, mediation, skills training, and we also work with teams to get everyone back on track after a conflict situation.
All calls are confidential.
End
Back to Start
Back
Summary of your responses:
You are not a manager or supervisor needing assistance with conflict on your team.
You are an employee experiencing ongoing conflict with a peer.
You have not tried to work this conflict out directly with your peer.
Have you talked to your supervisor about this conflict with your peer.
Your supervisor is assisting you and your colleague to resolve this conflict.
The conflict with your colleague has not been resolved to meet your needs. d

57. Consider your options
Because you are not sure what you should do, you are going to contact the Conflict Management Office for confidential advice.
Always consider contacting your union representative or professional association representative
Talk to the Conflict Management Office to learn which of our services might be best for you at this time. We offer one-to-one conflict coaching, facilitated conversations, mediation, skills training, and we also work with teams to get everyone back on track after a conflict situation.
All calls are confidential.
End
Back to Start
Back
Summary of your responses:
You are not a manager or supervisor needing assistance with conflict on your team.
You are an employee experiencing ongoing conflict with a peer.
You have not tried to work this conflict out directly with your peer.
Have you talked to your supervisor about this conflict with your peer.
Your supervisor is assisting you and your colleague to resolve this conflict.
The conflict with your colleague has not been resolved to meet your needs. e

58. Consider your next steps
We all have a right to work in an environment free from intimidation and a responsibility to ensure our own conduct contributes to a positive and safe work environment for everyone.
For more information on Bullying, Discrimination and Harassment in the Workplace and the steps you can take to address it, please see the link:
“Address a Respectful Workplace Issue”
Always consider contacting your union representative or professional association representative
You may contact a Human Resources Advisor through AskMyHR by requesting Employee & Labour Relations | Other Issues & Inquiries:
End
Back to Start
Back
Summary of your responses:
You are an employee experiencing ongoing conflict with a peer.
You have not tried to work this conflict out directly with your peer.
Have you talked to your supervisor about this conflict with your peer.
Your supervisor is assisting you and your colleague to resolve this conflict.
The conflict with your colleague has not been resolved to meet your needs.
You feel intimidated or are fearful that there may be “bullying” or “harassment” going on. f

59. Question 4
Are you an employee experiencing conflict with your manager or supervisor?
Conflict is defined as a clash of ideas, interests, values or behaviours among two or more people. When this clash occurs it can manifest in all sorts of ways – silence, taking of sides, gossiping, verbal or physical assaults, withholding information, etc.
In addition to resolving interpersonal conflicts between two people, the Conflict Management Office also offers services to teams that are experiencing difficulties in order to improve collaboration and relationship dynamics.
Yes No
Back to Start
Back

60. Question 2
Have you talked with your manager or supervisor to resolve this conflict?
Yes No
Back to Start
Back

61. Consider your options when dealing with conflict with your supervisor
Select the next step you would like to undertake from this list of options:
You feel the conflict with your manager or supervisor is still unresolved and would like to know more about your options.
You are not sure what to do and would like confidential advice from the Conflict Management Office.
You would like to resolve this conflict on your own, and would like to improve your skills in dealing with conflict by working with a Conflict Coach.
You want to resolve this on your own and speak with the person to whom your manager or supervisor reports.
You feel intimidated or are fearful that there may be “bullying” or
“harassment” going on. Sometimes these allegations do not meet the legal
criteria. To determine which services are best suited for your situation, talk to a
Human Resources Advisor to learn about options.
Option 1
Option 2
Option 3
Option 4
Always consider contacting your union representative or professional association representative
Option 5
Back to Start
Back a

62. Consider your options
If you feel the conflict with your manager or supervisor still feels unresolved, contact the Conflict Management Office for a confidential consultation about your options.
Talk to the Conflict Management Office to learn which of our services might be best for you at this time. We offer one-to-one conflict coaching, facilitated conversations, mediation, skills training, and we also work with teams to get everyone back on track after a conflict situation.
All calls are confidential.
End
Back to Start
Back
Summary of your responses:
You are experiencing conflict with your manager or supervisor.
You have talked with your manager or supervisor to resolve this conflict. b

63. Consider your options
If you are not sure how to proceed, then contact the Conflict Management Office.
Talk to the Conflict Management Office to learn which of our services might be best for you at this time. We offer one-to-one conflict coaching, facilitated conversations, mediation, skills training, and we also work with teams to get everyone back on track after a conflict situation.
All calls are confidential.
End
Back to Start
Back
Summary of your responses:
You are experiencing conflict with your manager or supervisor.
You have talked with your manager or supervisor to resolve this conflict. c

64. Consider your options
If you want to work on this on your own, then you can contact Coaching Services for a referral to a Conflict Coach.
Contact Conflict Coaching. All calls are confidential.
End
Back to Start
Back
Summary of your responses:
You are experiencing conflict with your manager or supervisor.
You have talked with your manager or supervisor to resolve this conflict. d

65. Consider your options
If you want to work on this on your own, you can speak with the person to whom your manager or supervisor reports.
To gain further insight into how to proceed, you can also contact Coaching Services for a referral to a Conflict Coach.
Contact Conflict Coaching. All calls are confidential.
End
Back to Start
Back
Summary of your responses:
You are experiencing conflict with your manager or supervisor.
You have talked with your manager or supervisor to resolve this conflict. e

66. Consider your options
We all have a right to work in an environment that is free from intimidation, and we have a responsibility to ensure our own conduct contributes to a positive and safe work environment for everyone.
For more information on Bullying, Discrimination and Harassment in the Workplace and the steps you can take to address it, please see the link:
“Address a Respectful Workplace Issue”
Always consider contacting your union representative or professional association representative
You may contact a Human Resources Advisor through AskMyHR by requesting Employee & Labour Relations | Other Issues & Inquiries:
End
Back to Start
Back
Summary of your responses:
You are experiencing conflict with your manager or supervisor.
You have talked with your manager or supervisor to resolve this conflict.
You feel intimidated or are fearful that there may be “bullying” or “harassment” going on. Sometimes these allegations do not meet the legal criteria. f

67. Consider your options when dealing with conflict with your supervisor
Select the next step you would like to take from this list of options (it is important to first try to deal directly with your supervisor or manager):
You would like to resolve this conflict on your own, and you would like to improve your skills in dealing with conflict, then contact Coaching Services for a referral to a Conflict Coach.
You want to contact the Conflict Management Office for a confidential consultation on options for resolving this conflict with your manager or supervisor.
You are not sure what you should do. Contact the Conflict Management Office for confidential advice.
You want to talk with your next higher-level manager for assistance.
You feel intimidated or are fearful that there may be “bullying” or “harassment” going on. Sometimes these allegations do not meet the legal criteria. To determine which services are best suited for your situation, talk to a Human Resources Advisor to learn about options.
Option 1
Option 2
Option 3
Option 4
Option 5
Back to Start
Back a

68. Consider your options
You are going to talk with your next higher-level manager for assistance in dealing with the conflict you are having with your direct supervisor.
End
Back to Start
Back
Summary of your responses:
You are not a manager or supervisor needing assistance with conflict on your team.
You are not experiencing ongoing conflict with a peer.
You are experiencing conflict with your manager or supervisor.
You have not talked with your manager or supervisor to resolve this conflict. b

69. Consider your options
You would like to resolve this conflict on your own, and you would like to improve your skills in dealing with conflict. Contact Coaching Services for a referral to a Conflict Coach.
Contact Conflict Coaching. All calls are confidential.
End
Back to Start
Back
Summary of your responses:
You are not a manager or supervisor needing assistance with conflict on your team.
You are not experiencing ongoing conflict with a peer.
You are experiencing conflict with your manager or supervisor.
You have not talked with your manager or supervisor to resolve this conflict. c

70. Consider your options
You want to contact the Conflict Management Office for a confidential consultation on options for resolving this conflict with your manager or supervisor.
Talk to the Conflict Management Office to learn which of our services might be best for you at this time. We offer one-to-one conflict coaching, facilitated conversations, mediation, skills training, and we also work with teams to get everyone back on track after a conflict situation.
All calls are confidential.
End
Back to Start
Back
Summary of your responses:
You are not a manager or supervisor needing assistance with conflict on your team.
You are not experiencing ongoing conflict with a peer.
You are experiencing conflict with your manager or supervisor.
You have not talked with your manager or supervisor to resolve this conflict. d

71. Consider your options
Because you are not sure what you should do, you can contact the Conflict Management Office for confidential advice.
Talk to the Conflict Management Office to learn which of our services might be best for you at this time. We offer one-to-one conflict coaching, facilitated conversations, mediation, skills training, and we also work with teams to get everyone back on track after a conflict situation.
All calls are confidential.
End
Back to Start
Back
Summary of your responses:
You are not a manager or supervisor needing assistance with conflict on your team.
You are not experiencing ongoing conflict with a peer.
You are experiencing conflict with your manager or supervisor.
You have not talked with your manager or supervisor to resolve this conflict. e

72. Consider your options
We all have a right to work in an environment that is free from intimidation and we have a responsibility to ensure our own conduct contributes to a positive and safe work environment for everyone.
For more information on Bullying, Discrimination and Harassment in the Workplace and the steps you can take to address it, please see the link:
“Address a Respectful Workplace Issue”
Always consider contacting your union representative or professional association representative
You may contact a Human Resources Advisor through AskMyHR by requesting Employee & Labour Relations | Other Issues & Inquiries:
End
Back to Start
Back
Summary of your responses:
You are experiencing conflict with your manager or supervisor.
You have not talked with your manager or supervisor to resolve this conflict.
You feel intimidated or are fearful that there may be “bullying” or “harassment” going on. Sometimes these allegations do not meet the legal criteria. f

73. Consider your options and seek guidance
Select the next step you would like to take from this list of options:
Option 1
You are experiencing conflict with a manager who is not your direct supervisor and you would like to talk with your supervisor to get their guidance on how best to proceed.
You are experiencing conflict with a manager who is not your direct supervisor and would like confidential advice from the Conflict Management Office.
You would like to resolve this conflict with a manager who is not your direct supervisor on your own, and would like to improve your skills in dealing with conflict by working with a Conflict Coach.
You feel intimidated or are fearful that there may be “bullying” or “harassment” going on. Sometimes these allegations do not meet the legal criteria. To determine which services are best suited for your situation, talk to a Human Resources Advisor to learn about options.
Option 2
Option 3
Option 4
Back to Start
Back

74. Consider your options and seek guidance
You are going to talk with your supervisor to get their guidance on how best to proceed, as you are experiencing conflict with a manager who is not your direct supervisor.
You can contact Conflict Coaching for assistance or advice if you wish. All calls are confidential.
End
Back to Start
Back
Summary of your responses:
You are not a manager or supervisor needing assistance with conflict on your team. a

75. Consider your options and seek guidance
As you are experiencing conflict with a manager who is not your supervisor you are going to contact the Conflict Management Office for a confidential consultation.
Talk to the Conflict Management Office to learn which of our services might be best for you at this time. We offer one-to-one conflict coaching, facilitated conversations, mediation, skills training, and we also work with teams to get everyone back on track after a conflict situation.
All calls are confidential.
End
Back to Start
Back
Summary of your responses:
You are experiencing conflict with a manager that is not your supervisor. b

76. Consider your options and seek guidance
As you would like to resolve this conflict on your own, and you would like to improve your skills in dealing with conflict, contact Coaching Services for a referral to a Conflict Coach.
Contact Conflict Coaching. All calls are confidential.
End
Back to Start
Back
Summary of your responses:
You are experiencing conflict with a manager that is not your supervisor. c

77. Consider your options and seek guidance
We all have a right to work in an environment that is free from intimidation and we have a responsibility to ensure our own conduct contributes to a positive and safe work environment for everyone.
For more information on Bullying, Discrimination and Harassment in the Workplace and the steps you can take to address it, please see the link:
“Address a Respectful Workplace Issue”
Always consider contacting your union representative or professional association representative
You may contact a Human Resources Advisor through AskMyHR by requesting Employee & Labour Relations | Other Issues & Inquiries:
End
Back to Start
Back
Summary of your responses:
You are experiencing conflict with a manager that is not your supervisor.
You feel intimidated or are fearful that there may be “bullying” or “harassment” going on. d

78. Great!
Great! You are hopefully satisfied with how you resolved this conflict.
If you would like to improve your skills in dealing with conflict, contact Coaching Services for a referral to a Conflict Coach.
Contact Conflict Coaching. All calls are confidential.
End
Back to Start
Back
Summary of your responses:
You are not a manager or supervisor needing assistance with conflict on your team.
You are an employee experiencing ongoing conflict with a peer.
You have tried to work this conflict out directly with your peer.
You are not satisfied that the conflict with your colleague has been resolved.
Your supervisor is assisting you and your colleague to resolve this conflict.
The conflict with your colleague has been resolved to meet your needs.

79. Consider your next steps
Talk with your manager for assistance and/or contact the Conflict Management Office to learn how we can support you to resolve this conflict with your colleague.
You can contact the Conflict Management Office if you wish. All calls are confidential:
End
Back to Start
Back
Summary of your responses:
You are not a manager or supervisor needing assistance with conflict on your team.
You are an employee experiencing ongoing conflict with a peer.
You have not tried to work this conflict out directly with your peer.
You have talked to your supervisor about this conflict with your peer.
Your supervisor is not assisting you and your colleague to resolve this conflict.

80. Consider your next steps
Talk with your manager for assistance and/or contact the Conflict Management Office to learn how we can support you to resolve this conflict with your colleague.
You can contact the Conflict Management Office if you wish. All calls are confidential.
End
Back to Start
Back
Summary of your responses:
You are not a manager or supervisor needing assistance with conflict on your team.
You are an employee experiencing ongoing conflict with a peer.
You have not tried to work this conflict out directly with your peer.
You have not talked to your supervisor about this conflict with your peer.

81. Thank you for participating
If you have any questions about this process, please contact the Conflict Management Office at:
Provide feedback
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CONFLICT MANAGEMENT OFFICE

82. CONFLICT MANAGEMENT OFFICE
User feedback
Question 1: How helpful did you find the self-assessment tool in understanding your conflict?
[ ] very helpful [ ] somewhat helpful [ ] not very helpful [ ] of no help what-so-ever
Question 2: Would you use this tool again, and/or would you recommend it to a co-worker?
[ ] yes [ ] no
Question 3: Overall, how would you rate your experience with the self-assessment tool out of 10 ( 1 being poor, 5 being average and 10 being great)
Question 4: What would you recommend to improve the self-assessment tool?
To submit comments to the Conflict Management Office related to the Self-assessment Tool follow these steps:
Click on the icon which will open an from your account
In the body of the respond to the four questions above simply by indicating numbers 1, 2, 3 and 4 and put your answers next to the numbers
Send the
Privacy Act, Section 26c and 26e. Feedback you provide will be used for the planning and evaluation of products and services and will be kept confidential by the BC Public Service Agency. All future reports will involve aggregated and anonymized responses; information that could be used to identify an individual response will not be disclosed to any person, organization, or government agency except in certain circumstances (e.g., required by law, responses violate the Standards of Conduct).
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CONFLICT MANAGEMENT OFFICE