Long Descriptions - Casual employment:
Sources and practices
Figure 1: Percentage of casual employment spells with subsequent appointment under the Public Service Employment Act
| |
2000-2001 |
2001-2002 |
2002-2003 |
2003-2004 |
2004-2005 |
2005-2006 |
2006-2007 |
2007-2008 |
| Subsequent Appointment |
64 |
43.9 |
48.59 |
46.73 |
45.68 |
42.47 |
50.2 |
53.84 |
Source: Job-based Analytical Information System (JAIS), Public Service Commission of Canada
Back to Figure 1
Figure 2: Reasons why sub-delegated managers hire casual workers
| |
Selected as a reason |
Indicated as most important |
| Ability to secure temporary staff quickly to address operational needs |
84% |
49% |
| Unexpected leave of staff |
48% |
16% |
| Higher volume of work |
41% |
8% |
| Unexpected new workload |
36% |
1% |
| Hired for a project with a defined end date |
31% |
5% |
| Other staffing options were considered but found not viable |
30% |
7% |
| Required specialist skills |
22% |
7% |
Source: Audit and Data Services Branch, Public Service Commission of Canada
Back to Figure 2
Figure 3: Sources of casual workers
| |
Indicated sources |
Used most commonly |
| Casual worker was initially hired through a temporary help services agency |
38% |
21% |
| From a colleague who had previously worked with the casual worker |
35% |
11% |
| Casual worker had previously worked in the public service as an employee |
31% |
16% |
| Casual worker was formerly hired as a student |
30% |
14% |
| Casual worker approached your organization directly for employment |
28% |
9% |
| From a colleague who knew the casual worker on a personal basis |
20% |
13% |
| Casual worker applied directly to an advertised opportunity |
14% |
6% |
| Casual worker is a retired employee from your organization |
14% |
5% |
| Your organization has an inventory (pool) of available casual workers |
13% |
2% |
Source: Audit and Data Services Branch, Public Service Commission of Canada
Back to Figure 3
