Employee Engagement

At the Halton Catholic District School Board, we recognize that our staff are our greatest resource! Each member of our staff plays a role in supporting our students along their educational journey. Creating, enhancing, and providing opportunities to engage our staff will improve student achievement and well-being.

Employee engagement is comprised of job engagement and organizational engagement. Job engagement represents employees’ perceived relationship to their work—things like energy or passion for their job, dedication or immersion in the job. Job engagement is often predicted by factors such as feeling supported by coworkers, having adequate job control, cooperation with staff in other work units, and having a trusting and respectful relationship with one’s supervisor. Organizational engagement refers to employees’ perceived relationships with their organization and a willingness to remain in the organization. Organizational engagement is often impacted by factors such as belief in senior leadership, integrity and respect, and being a part of an organization that supports quality service and ongoing improvement.

The charts below reveal some of what we learned from the Tell Them From Me (TTFM) Employee Engagement Survey, conducted during the 2013-2014 school year.

Teamwork with Coworkers

Teamwork with Coworkers

Teamwork with Coworkers was chosen as a measure of the Employee Engagement Survey to describe employees’ interaction and feelings about the people working within their team or department.

  • 82 percent of respondents said that they were satisfied about how they interact and feel about their coworkers;
  • 80 percent said they could count on their coworkers;
  • 78 percent said that their coworkers helped them get their job done.

Employee Relationships

Employee Relationships

Employee Relationships is a measure that describes how employees feel that they are treated by the organization.

  • 71 percent of staff reported that they feel they are treated with respect at HCDSB;
  • 70 percent said that they feel they are treated fairly at HCDSB;
  • A slightly lower number of respondents (67 percent) said that they feel that they can trust HCDSB.

Strategies moving forward:

  • Provide more in-house/site-specific and job-embedded opportunities for training and staff development
  • School and system leaders to encourage and strengthening of a team approach to decision making and collaboration
  • Intentionally form and/or purposefully strengthening social committees – to specifically plan social activities and events with the purpose of building positive experiences and relationships among all staff
  • Intentionally and systematically recognize staff for their professional and personal contributions within the workplace
  • Using the lens of Developmental Assets, focus on positive asset and relationship building amongst all teaching and non-teaching staff