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Table of Contents

Appendix 4A

Ongoing Employment Equity Requirements

Once you have started your employment equity program, you must implement continuous employment equity activities to sustain the work done and continue to move toward or sustain full representation and a favourable workplace environment.

  • A senior official fulfills the role of senior official responsible for employment equity within the organization on a continuous basis.
  • An accountability mechanism is in place and in use to ensure that all employment equity initiatives are carried out successfully.
  • The organization communicates information regularly to its employees regarding employment equity, the steps taken to implement employment equity and the progress made.
  • The organization consults and collaborates regularly with bargaining agents and/or employee representatives on matters regarding employment equity.
  • The questionnaire used to survey the workforce satisfies the requirements of the Act and the Regulations.
  • The workforce survey results are kept up to date by providing a self-identification questionnaire to new employees (including any new employees resulting from a merger or acquisition) and to others upon request, and by updating the database (Workplace Equity Information Management System or other) to reflect new hires, promotions, terminations and updates from employees.
  • The workforce analysis is updated at least once every three years (recommended once quarterly or annually) using the appropriate availability estimates from the most recent Census and Participation and Activity Limitation Survey data.
  • There is a process in place and in use to assess new policies and practices for potential barriers and to assess all employment systems related to a new gap in representation.
  • The organization has, at minimum, an employment equity policy and an anti harassment policy.
  • An accommodation policy and procedures are in place for current employees and for candidates during the selection process.
  • Records are maintained in accordance with the Act and the Regulations.

Additional requirements where gaps remain or new gaps develop:

  • A new employment systems review is conducted to identify barriers and find probable cause for under-representation in the workforce.
  • A flow data analysis is completed when 20 or more designated groups are found in one Employment Equity Occupational Group.
  • An updated employment equity plan is in place and in use, which contains sufficient measures and appropriate goals that will, if implemented, lead to closing all identified representation gaps and employment barriers.
  • Reasonable efforts and reasonable progress to implement the employment equity plan and meet hiring and promotion goals are evident.
  • There is a process in place and in use to monitor, review and revise your employment equity plan at least once every three years.

Appendix 4B

Sustaining employment equity when a formal plan is not required

Implementing employment equity does not always mean that you have to have an employment equity plan in place and in use.

An employment equity plan is an action plan to remove gaps in representation and barriers to employment within your organization to achieve and maintain full representation. If you have neither minor nor significant gaps in representation in your workforce and you have determined that no barriers to the employment of designated group members exists within your workplace employment systems, you are not required to have a formal employment equity plan. However, you are required to continue to implement certain requirements established by the Employment Equity Act, the Regulations and the Federal Contractors Program Requirements.

  • Have an active senior official responsible for employment equity.
  • Have a functioning accountability mechanism for employment equity activities.
  • Communicate regularly with employees (recommended at least twice each year) and ensure that the communications inform them periodically:
    • of the purpose of employment equity;
    • of completed employment equity measures;
    • of planned employment equity measures;
    • of progress made in implementing employment equity;
    • of senior management’s commitment to employment equity; and
    • that self-identification as a member of a designated group is voluntary and that each employee may change or update his or her self-identification questionnaire answers at any time.
  • Consult with employee representatives and bargaining agents on employment equity issues, and find out their opinions about how they can help the organization:
    • implement employment equity; and
    • communicate employment equity matters to employees.
  • Maintain up-to-date workforce information by updating your information system (e.g., the Workplace Equity Information Management System). This includes:
  1. providing a blank self-identification questionnaire to:
    • new employees;
    • employees who want to update a previously submitted self-identification questionnaire;
    • employees who request one;
  2. updating the employment equity information system to reflect all:
    • hires;
    • promotions;
    • terminations;
    • salaries and salary changes;
    • new and updated self-identification questionnaire answers.
  • Update your workforce analysis on the following occasions:
    • the release of new Census data;
    • the release of new Participation and Activities Limitation Survey data;
    • when major changes in the organization’s workforce have occurred (e.g., downsizing, mergers); and
    • three years after the previous workforce analysis update.

If your workforce analysis update reveals one or more gaps in representation, you must determine if each gap is minor or significant, as per the instructions in Step 2.

  1. If the gap is minor, you must develop and implement an employment equity plan (see Step 3) that contains goals to address and close the gap within a specified time frame.
  2. If the gap is significant, you must address and close it by:
    1. undertaking an employment systems review to identify the barriers that are causing the gap (see Step 2); and
    2. developing an employment equity plan that outlines short- and long-term goals, measures to remove the barriers and special measures to correct the negative effects of the barriers (see Step 3).
  • Monitor previously reviewed employment systems to ensure that they do not develop employment barriers.
  • Review all new employment systems to ensure that they do not constitute employment barriers.

If a review of an employment system that is already in place and in use reveals a barrier, you must develop an employment equity plan that outlines measures to address the barrier and special measures to correct the negative effects of the barrier (see Step 3).

If a review of a new employment system that has not been implemented reveals a barrier, the system is not to be put in place until the barrier has been removed.

Appendix 4C

Sample Employment Equity Bulletin: Quick Reminder

To: All Employees

Date: [Date]

From: [Full name of senior official responsible for employment equity], [Title of senior official responsible for employment equity]

Subject: How you can help improve our workplace

As part of our employment equity program, [Organization’s name] updates its employment equity information database constantly and tries to find new ways to improve how we implement employment equity in our workplace. The purpose of implementing employment equity is to:

  • create a workplace that does not deny employment opportunities or benefits to any person for reasons that are not related to their skills and abilities;
  • ensure that there are no barriers in our workplace to the employment and career progression of any employee, and particularly of employees who are members of one or more of the four designated groups: women, Aboriginal peoples, persons with disabilities and visible minorities; and
  • undertake special measures to redress the effects of previously existing barriers to the employment and career progression of members of designated groups in our workplace.

Implementing employment equity in our workplace is important. It has been shown to benefit all employees in an organization; it promotes a favourable workplace and a representative workforce. [Organization’s name] senior managers, managers and supervisors are all aware of the weight of their responsibility to ensure that discrimination based on gender, race, disability, culture or ethnicity will not be tolerated in our organization. This, in turn, means that all employees function in an environment that is fair, positive and innovative.

You can help

Make our efforts to implement employment equity more meaningful by verifying and updating your self-identification questionnaire answers.

Remember: Answers on self-identification questionnaires are confidential, voluntary and kept separate form your personnel file. The information provided through self-identification questionnaire answers is not used individually; it is compiled into an overall organization profile. This means that when you identify yourself as a member of a designated group, you lose nothing and you actually gain because the information enables us to improve our employment equity initiatives.

If you have any questions about employment equity or other ways you can help, please feel free to contact [Employment equity contact's name], [Employment equity contact's title] at [Employment Equity contact's phone number].

[Name and title of senior official responsible for employment equity]

Appendix 4D

Sample Employment Equity Bulletin: Progress Report

To: All Employees

Date: [Date]

From: [Full name of the Chief Executive Officer or President], [Title of Chief Executive Officer or President]

Subject: Current status of employment equity initiatives

[Organization's name] strives to ensure that employment equity efforts and progress achieve and sustain a positive workplace environment and a representative workforce where you feel proud and fulfilled.

Your employment equity committee has worked hard over the last quarter to make progress toward achieving the goal of a representative workforce and a favourable workplace environment at [Organization's name]. Current activities and successes demonstrate that we have come a long way in reaching our employment equity plan objectives.

We have formulated and are now implementing the following policies:

  • an anti-harassment policy;
  • an accommodation policy, which includes procedures for requesting accommodation and for responding efficiently and effectively to accommodation request; and
  • an employment equity policy.

These policies are accessible to all employees on the employee information bulletin board, (located in the main entrance), through [Organization's name] human resources intranet pages or by request at the human resources department.

Our special recruitment initiative through WORKink has been very effective in generating qualified candidates who are representative of the Canadian labour market availability for persons with disabilities to fill vacant clerical positions throughout the organization. The selection process filled all of the vacant positions and resulted in the hiring of qualified persons with disabilities at a rate that is actually higher than availability. This enabled [Organization's name] to eliminate the gap for persons with disabilities in the Clerical Personnel occupational group sooner than projected. The employment equity committee is now pursuing other special initiatives to complement our current recruitment strategies to ensure that [Organization's name] recruits a group of qualified candidates for the Professionals occupational group that is representative of the availability of women and to ensure a representative number of Aboriginal peoples are part of the recruited group of qualified candidates for positions as Semi Skilled Manual Workers. Final initiative proposals will be presented, approved and integrated into our employment equity plan within the next three months, so stay tuned!

Finally, work has now begun to build the ramp outside of the side entrance into the building. While construction is underway, please use only the main entrance to enter and exit the building. Fire evacuation plans have been modified to ensure security in case of emergencies. Fire and emergency captains have been trained in these temporary procedures and a briefing and drill will be given to all employees in the coming week to ensure that everybody is evacuated in a timely manner in the case of an emergency. We apologize for any inconvenience and thank you for your patience in this matter.

If you have questions about employment equity or want to know how you can help, please feel free to contact [Employment equity contact's name], [Employment equity contact's title] at [Employment equity contact's phone number].

[Name and title of President or Chief Executive Officer]

Appendix 4E - Achievement Table

Understanding the Achievement Table

The following instructions explain how to use the Achievement Table. For the actual table, see the attached Excel file.

Federal Contractors Program: Follow-Up Compliance Review

Purpose

The Achievement Table is designed to help organizations track their progress toward achieving full representation of the designated groups (Aboriginal peoples, persons with disabilities, visible minorities and women). In particular, this table will demonstrate whether or not the goals set in the employment equity plan were met.

Information Required

In order to complete the Achievement Table, the following information will be needed for the current year, as well as for the three previous years:

  • the number of employees in each Employment Equity Occupational Group (EEOG) and their designated group membership, if any;
  • the availability (based on the 2006 Census and Participation and Activity Limitations Survey (PALS) for persons with disabilities);
  • the number of new entrants (hires and promotions) in each EEOG; and
  • the goals set out in the employment equity plan.

Using the Achievement Table

The Achievement Table is a combination of four sheets—one for each designated group. Using the previous list of required information, fill in the columns of each sheet in the Achievement Table as follows:

Achievement Table
Column Description Tasks

Column A reflects the EEOGs that are present in the organization.

Column B specifies the years from which the data applies.

 Task 1 Verify the entries in columns A and B to ensure that they are accurate. EEOGs not present in the organization should be shaded or deleted.
Column C indicates the total number of employees belonging to each EEOG by year Task 2 Enter into column C the total number of employees present in each EEOG for each year.
Column D automatically calculates (once column E is filled out) the percentage of employees in each EEOG that are part of the designated group specified. This is done by dividing the number of designated group members (column E) by the total number of employees (column C) for each EEOG in the organization (E ÷ C).  
Column E indicates the number of employees belonging to the specified designated group in each EEOG for each year. Task 3 Enter the number of employees belonging to the specified designated group in each EEOG for each year.
Column F indicates workforce availability for the given designated group by EEOG. Availability is based on 2006 Census data and PALS for persons with disabilities. Task 4 If your organization has calculated availability at the National Occupational Classification level for any EEOG, the weighted availability must be inserted (as a percentage) in the appropriate boxes under column F.
Column G automatically calculates the expected number of designated group members based on labour market availability and the number of positions within the EEOG. This number is obtained by multiplying the percent availability (column F) by the total number of employees (column C) for each EEOG in the organization (F x C).  
Column H automatically calculates, for each EEOG, the gap that exists between the expected number of designated group members (according to the 2006 Census or PALS) and the actual number of designated group members that are currently working in each EEOG. This number is obtained by subtracting the expected number of designated group members (column G) from the actual number of designated group members in the EEOG (column E) (E – G). Note: Information for columns A to H may be taken from the workforce analysis results
Column I indicates the total number of employees that have entered the EEOG in the given year (both new hires and promotions). Task 5 Enter the total number of new entrants into column I.
Column J automatically calculates the percentage of new entrants into the EEOG that are part of the specified designated group. This is done by dividing the number of new entrants that are members of the designated group specified (column K) by the total number of new entrants (column I) for each EEOG in the organization (K ÷ I).  
Column K indicates the total number of new entrants into the EEOG that are part of the specified designated group Task 6 Enter into column K the number of new entrants into each EEOG that are part of the specified designated group.

Column L indicates the goal set by the organization in its employment equity plan.

Column M Once the information from column A-K is entered in the appropriate fields of the Achievement Table, the “Percent of Goal Met” (column M) will be calculated automatically.

Column N provides a space for explanations about why goals are not being met or about any oddities in the data.

 Task 7 Enter into column L the goal set out in the employment equity plan.

Interpreting the Results

The percentage of the goal met will indicate how successfully the organization achieved the goals it set in its employment equity plan. While a result of 100 percent or more is ideal, a result of 85 percent or more will often be considered reasonable progress and an indication that reasonable efforts were made. All results that fall below 85 percent should be reviewed and corrective action taken to ensure that the goals are met in the future (including reviewing and updating the employment equity plan goals and measures to remove barriers).

Achievement Table for Women
Representation Data Hiring and Promotion Goals
Employment Equity Occupational Group (EEOG) Year Total Number of Employees Women 2006 Census Availability Gap Total Number of New Entrants Number of New Entrants: Women Goal Percent of Goal Met Comments
# % # % # % # %
Senior Managers 2003   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!  
2004   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2005   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2006   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
Sub-Total   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!
Middle & Other Managers 2003   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!  
2004   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2005   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2006   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
Sub-Total   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!
Professionals 2003   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!  
2004   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2005   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2006   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
Sub-Total   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!
Semi-Professionals & Technicians 2003   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!  
2004   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2005   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2006   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
Sub-Total   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!
Supervisors 2003   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!  
2004   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2005   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2006   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
Sub-Total   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!
Supervisors: Crafts & Trades 2003   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!  
2004   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2005   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2006   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
Sub-Total   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!
Administrative & Senior Clerical 2003   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!  
2004   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2005   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2006   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
Sub-Total   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!
Skilled Sales & Service Personnel 2003   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!  
2004   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2005   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2006   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
Sub-Total   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!
Skilled Crafts & Trades Workers 2003   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!  
2004   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2005   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2006   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
Sub-Total   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!
Clerical Personnel 2003   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!  
2004   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2005   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2006   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
Sub-Total   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!
Intermediate Sales and Service Personnel 2003   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!  
2004   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2005   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2006   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
Sub-Total   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!
Semi-Skilled Manual Workers 2003   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!  
2004   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2005   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2006   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
Sub-Total   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!
Other Sales & Service personnel 2003   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!  
2004   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2005   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2006   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
Sub-Total   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!
Other Manual Workers 2003   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!  
2004   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2005   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2006   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
Sub-Total   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!
Totals   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!  
Achievement Table for Aboriginals
Representation Data Hiring and Promotion Goals
Employment Equity Occupational Group (EEOG) Year Total Number of Employees Aboriginals 2006 Census Availability Gap Total Number of New Entrants Number of New Entrants: Aboriginals Goal Percent of Goal Met Comments
# % # % # % # %
Senior Managers 2003   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!  
2004   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2005   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2006   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
Sub-Total   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!
Middle & Other Managers 2003   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!  
2004   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2005   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2006   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
Sub-Total   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!
Professionals 2003   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!  
2004   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2005   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2006   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
Sub-Total   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!
Semi-Professionals & Technicians 2003   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!  
2004   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2005   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2006   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
Sub-Total   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!
Supervisors 2003   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!  
2004   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2005   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2006   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
Sub-Total   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!
Supervisors: Crafts & Trades 2003   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!  
2004   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2005   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2006   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
Sub-Total   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!
Administrative & Senior Clerical 2003   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!  
2004   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2005   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2006   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
Sub-Total   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!
Skilled Sales & Service Personnel 2003   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!  
2004   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2005   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2006   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
Sub-Total   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!
Skilled Crafts & Trades Workers 2003   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!  
2004   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2005   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2006   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
Sub-Total   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!
Clerical Personnel 2003   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!  
2004   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2005   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2006   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
Sub-Total   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!
Intermediate Sales and Service Personnel 2003   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!  
2004   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2005   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2006   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
Sub-Total   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!
Semi-Skilled Manual Workers 2003   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!  
2004   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2005   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2006   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
Sub-Total   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!
Other Sales & Service personnel 2003   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!  
2004   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2005   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2006   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
Sub-Total   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!
Other Manual Workers 2003   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!  
2004   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2005   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2006   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
Sub-Total   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!
Totals   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!  
Achievement Table for Visible Minorities
Achievement Table for Persons with Disabilities
Representation Data Hiring and Promotion Goals
Employment Equity Occupational Group (EEOG) Year Total Number of Employees Visible Minorities 2006 Census Availability Gap Total Number of New Entrants Number of New Entrants: Visible Minorities Goal Percent of Goal Met Comments
# % # % # % # %
Senior Managers 2003   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!  
2004   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2005   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2006   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
Sub-Total   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!
Middle & Other Managers 2003   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!  
2004   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2005   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2006   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
Sub-Total   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!
Professionals 2003   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!  
2004   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2005   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2006   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
Sub-Total   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!
Semi-Professionals & Technicians 2003   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!  
2004   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2005   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2006   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
Sub-Total   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!
Supervisors 2003   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!  
2004   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2005   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2006   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
Sub-Total   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!
Supervisors: Crafts & Trades 2003   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!  
2004   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2005   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2006   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
Sub-Total   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!
Administrative & Senior Clerical 2003   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!  
2004   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2005   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2006   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
Sub-Total   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!
Skilled Sales & Service Personnel 2003   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!  
2004   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2005   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2006   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
Sub-Total   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!
Skilled Crafts & Trades Workers 2003   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!  
2004   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2005   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2006   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
Sub-Total   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!
Clerical Personnel 2003   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!  
2004   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2005   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2006   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
Sub-Total   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!
Intermediate Sales and Service Personnel 2003   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!  
2004   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2005   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2006   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
Sub-Total   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!
Semi-Skilled Manual Workers 2003   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!  
2004   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2005   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2006   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
Sub-Total   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!
Other Sales & Service personnel 2003   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!  
2004   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2005   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2006   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
Sub-Total   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!
Other Manual Workers 2003   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!  
2004   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2005   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2006   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
Sub-Total   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!
Totals   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!  
Achievement Table for People with Disabilities
Representation Data Hiring and Promotion Goals
Employment Equity Occupational Group (EEOG) Year Total Number of Employees People with Disabilities 2006 Census Availability Gap Total Number of New Entrants Number of New Entrants: People with Disabilities Goal Percent of Goal Met Comments
# % # % # % # %
Senior Managers 2003   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!  
2004   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2005   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2006   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
Sub-Total   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!
Middle & Other Managers 2003   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!  
2004   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2005   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2006   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
Sub-Total   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!
Professionals 2003   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!  
2004   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2005   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2006   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
Sub-Total   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!
Semi-Professionals & Technicians 2003   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!  
2004   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2005   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2006   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
Sub-Total   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!
Supervisors 2003   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!  
2004   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2005   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2006   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
Sub-Total   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!
Supervisors: Crafts & Trades 2003   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!  
2004   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2005   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2006   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
Sub-Total   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!
Administrative & Senior Clerical 2003   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!  
2004   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2005   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2006   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
Sub-Total   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!
Skilled Sales & Service Personnel 2003   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!  
2004   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2005   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2006   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
Sub-Total   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!
Skilled Crafts & Trades Workers 2003   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!  
2004   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2005   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2006   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
Sub-Total   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!
Clerical Personnel 2003   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!  
2004   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2005   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2006   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
Sub-Total   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!
Intermediate Sales and Service Personnel 2003   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!  
2004   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2005   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2006   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
Sub-Total   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!
Semi-Skilled Manual Workers 2003   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!  
2004   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2005   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2006   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
Sub-Total   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!
Other Sales & Service personnel 2003   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!  
2004   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2005   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2006   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
Sub-Total   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!
Other Manual Workers 2003   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!  
2004   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2005   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
2006   #DIV/0!   0.0 0.0 0.0   #DIV/0!     #DIV/0!
Sub-Total   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!
Totals   0.0 #DIV/0! 0.0 0.0 0.0 0.0 0.0 #DIV/0! 0.0 0.0 #DIV/0!  

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Date Modified:
2012-02-27