Appendix C: Malatest Inc. Survey Executive Summary

Note to Reader: The content of Appendix C is extracted directly from the survey and analysis conducted on behalf of the Panel by R.A. Malatest & Associates and has not been altered by the Panel other than for formatting purposes.

Section 1: Executive summary

1.1 Introduction

In the spring of 2019, the Independent Review Panel (IRP) invited current and retired civilian, uniform and auxiliary members of the Ontario Provincial Police (OPP) to participate in an online survey that examined the workplace culture of the OPP. This anonymous and confidential survey was administered by R.A. Malatest & Associates Ltd. (Malatest) and attained a total of 5,192 valid survey completions. The goal of the survey was to help the IRP make informed recommendations on ways to improve the OPP workplace, including the mental health resources and supports that are available to members.

The data collected for this survey can be considered with confidence; however, it should be noted that the survey was created as an open link that did not require an access code to enter. This was done to reassure members that their survey responses were confidential and could in no way be linked back to them. To assess the likelihood that multiple surveys had been completed by the same person, Malatest compared the number of surveys completed by command/bureau to the actual headcount by command/bureau within the OPP. Results of this comparison suggested that the likelihood of respondents submitting duplicate entries in sufficient quantity to influence or skew the results was low; the proportion completing a survey within each command/bureau was closely aligned with the actual headcount proportions within the OPP.

The survey data were analyzed using summary and descriptive statistics as well as tests for means and proportions comparisons. Data were analyzed by numerous subgroups including status, member type, command/bureau, rank, level of management, tenure, and geographic region. Of the 5,192 surveys completed for this study, 91% were completed by current members and 8% by retired members (1% preferred not to say to respond to the question asking about their status). A total of 68% of surveys were completed by members in uniform, 30% by civilian members, and 1% by auxiliary members (1% preferred not to answer the question asking about their member type) (See Figure 1).

Figure 1: Survey Completions by Sub-Groups

Among the 4,750 current members who completed a survey, 33% had worked with the OPP for 10 years or less, 37% for 11 to 20 years, and 30% for over 20 years. A total of 59% indicated that their lived gender identity is male and 38% female. Among the 412 retired members who completed the survey, 40% retired 10 years ago or less, 29% retired 11 to 20 years ago, 31% had retired over 20 years ago. A total of 85% of retired members indicated that they are male and 13% female (1% preferred not to answer). The vast majority of survey respondents indicated that their race or racial background is white (90% of current members and 96% of retired members).

1.2 Key findings

Workplace culture and how members feel in work environment

Members were asked to indicate their experience of the culture within the OPP by indicating which of a series of words or phrases best described the work culture. For example: respectful compared to offensive, diverse compared to ‘everyone is the same’.

The closer the box selected was to the word/phrase, the more they felt that it described the culture.  Members were more likely to describe their workplace as:

• respectful (55% compared to 25% offensive)
• diverse (53% compared to 21% ‘everyone is the same’)
• inclusive (50% compared to 30% discriminatory)

However, members were even more likely to describe the organization as:

• hierarchical (68% compared to 19% democratic)
• secretive (60% compared to 24% transparent)

With respect to how members feel in their work environment, the majority of members felt that their workplace is safe (62% compared to 25% vulnerable) and that they are “part of the team” (60% compared to 28% isolated).

Key insights among demographic sub-groups include:

• Members who have been with the OPP for a shorter period of time (10 years or less) have more positive impressions of the OPP than longer serving members.
• 45% of retired members view the OPP as discriminatory compared to 29% of current members. By contrast, 65% of current members see the OPP as respectful compared to 46% of retired members.
• Members in uniform hold slightly more negative views of the culture within the OPP compared to civilian and auxiliary members.
• Racialized members were more likely than white members to view the organization as biased and discriminatory, rather than that the culture is diverse.
• Few differences were observed by gender.
• Perspectives of the OPP are more positive among members holding a managerial or higher position compared to team leaders/supervisors and members with no direct reports.

Workplace stressors and members’ perceptions of OPP

A sizable proportion of members, regardless of tenure, indicated that they feel that the OPP needs to develop and adhere to more equitable practices. Specifically, 64% overall felt frequent stress because of their perception that "different rules apply to different people," 62% disagreed that the OPP is respectful towards and inclusive of members with physical disabilities, 55% disagreed that the OPP employs fair and equitable promotional processes, and 48% disagreed that the OPP employs fair and equitable hiring practices.

Sources of stress related to the job itself

The most significant source of the stress related to the job itself was reported to be staff shortages and resource pressures, with 66% of members indicating that they experience this stress constantly/very often/often. Staff shortages and resource pressures was also the most frequent source of stress among uniform members (72% compared to 54% civilian and 31% auxiliary members). While 38% of members feel "constant" stress as a result of staff shortages and resource pressures, numbers were higher among the following subgroups:

• 47% of constables
• 47% of members in Investigations & Organized Crime
• 45% Field Operations
• 41% of male members
• 54% of members in the Northeast region
• 53% of members in the East region
• 52% of members in the Northwest region

Sources of stress related to impact of work on social life

A sizable proportion of members - especially newer members - feel significant stress as a result of the pressure their work puts on their social life. The top stressors that members reported feeling all of or most of the time were:

• their romantic relationships (35%)
• the negative impact of work on family/friends (29%)
• upholding a “higher image” in public (25%)
• making friends outside of job (25%)

Extent to which members feel supported in mental health

While 77% of members would feel supported by colleagues if they experienced a mental health challenge and were open about it in the workplace, just 45% of members feel that they would be supported by their supervisor or manager. Those who feel they would not be supported by their supervisor/manager reported missing more days of work in the previous year than those who feel they would be supported (mean of 24 days compared to mean of 5 days among those who feel they would be supported). ^{footnote 1[1]}

Experience with bullying, harassment, discrimination

Approximately half of members indicated they experience bullying, harassment, discrimination and/or rejection in the workplace at least sometimes. In addition, less than 30% of those who experienced a workplace incident reported it. Main reasons for not reporting these experiences are impressions that "nothing will be done,”" fear of reprisal,” and fear that reporting the experience will negatively impact their opportunities for advancement:

• Among members who did not report they had experienced bullying at work (n=1,349), 56% reported “Concerns that nothing would be done, 52% reported “Concerns about reprisal, and 40% reported “Concerns it would impact advancement opportunities” as reasons for not reporting the incident.
• Among members who did not report they had experienced harassment at work (n=1,135), 54% reported “Concerns that nothing would be done, 46% reported “Concerns about reprisal, and 35% reported “Concerns it would impact advancement opportunities” reasons for not reporting the incident.
• Among members who did not report they had experienced discrimination at work (n=1,237), 53% reported “Concerns that nothing would be done, 46% reported “Concerns about reprisal, and 35% reported “Concerns it would impact advancement opportunities” reasons for not reporting the incident.

Days of work missed in the past year due to work stressors

Overall, members who participated in the survey reported missing an average of 7.7 days due to work stressors^{footnote 2[2]}. A total of 49% of members indicated they did not miss any days of work due to workplace stressors; 23% reported missing 1 to less than 5 days; 6% missed between 5 and 10 days; and 7% reported missing 10 days or more. Analyzed by employee sub-group, uniform members reported missing more days due to workplace stressors (mean of 8.5 days) compared to civilians (mean of 6 days) and auxiliary members (mean of 0 days). Constables reported missing more days due to workplace stressors (mean of 10 days) compared to sergeants (mean of 7 days), staff sergeants/ sergeants majors (mean of 4 days), and commissioned officers (mean of 1 day).

Although it cannot be stated that bullying, harassment and discrimination causes members to miss more days of work, results suggest that there is a correlation between the two. Those who reported that they had been bullied, harassed and/or discriminated against in the workplace reported missing more workdays than those who did not have these experiences:

• Bullying in the workplace: those who had never experienced this missed an average of 2 days of work compared to an average of 34 days among those who reported that they constantly experienced this.
• Harassment in the workplace: those who had never experienced this missed an average of 3 days of work compared to an average of 38 days among those who reported that they constantly experienced this.
• Discrimination in the workplace: those who had never experienced this missed an average of 3 days of work compared to an average of 38 days among those who reported that they constantly experienced this.

More research would be required to explore issues such as whether members who report experiencing bullying, harassment and discrimination take time off as a result of these experiences; whether the experience of bullying, harassment and discrimination arises only once a member has already taken time off work; or, a combination of factors are present with no demonstrated link between these experiences and missed days of work.

Emotional impact of suicide

Members within all employee groups and sub-groups reported some degree of impact related to the suicide of a close colleague, colleague or someone in the OPP community. Survey findings confirm that this is an issue of broad-reaching impact, and for which many members report not accessing the range of supports available for a range of reasons as summarized below and throughout this report.

• Overall, 51% of members reported that they had been emotionally impacted by the suicide of a member of the OPP. However, just 16% sought supports to help them through the experience; most preferred to manage on their own. 

Similar to our statement regarding bullying, harassment and discrimination, it cannot be stated that the impact of suicide causes members to miss more days of work; however, results suggest that there is a correlation between the two:

• Experienced suicide of close colleague: mean of 20 days missed among those who experienced suicide.
• Experienced suicide of colleague: mean of 10 days missed.
• Experienced suicide of someone in OPP: mean of 12 days missed.
• No experience of suicide: mean of 3 days missed.

As noted previously, it would also be worth exploring whether collective stressors—of which suicide is only one—are the reason members are taking time off at a higher mean rate.

Awareness and Perceived Helpfulness of Programs/Services

High levels of perceived helpfulness for some programs suggest an opportunity for promotion to increase awareness. Findings suggest that many of the programs that members report accessing and finding most helpful are also the same programs very few members are aware exist:

• Chaplaincy Program: 92% of those who have used it consider it helpful but 41% of members not aware of the program.
• Trauma Clinician: 91% of those who have used it consider it helpful but 63% of members not aware of the program.
• Community Referral List: 87% of those who have used it consider it helpful but 47% of members not aware of the program.
• Peer Assistance and Resource Team (PART): 81% of those who have used it consider it helpful but 38% of members not aware of the program.
• Project Safeguard: 62% of those who have used it consider it helpful but 67% of members not aware of the program.

There is relatively high awareness and usage of the following programs, but perceived usefulness is low relative to other programs:

• Employee and Family Assistance Program (EFAP) - External Provider: this is the most used program (38% have used it) but only 65% of this group found it useful.
• Wellness Checks: one of the most used programs relative to other programs (22% have used it) but only 44% of this group found it useful.

Reasons for not using a given program among those indicating they were aware of it included ’no need‘ (range of 51% - 77% among programs) and ’preferred to manage myself‘ (range of 9% - 32%).

Suggestions for improving the workplace culture

Members were asked to provide recommendations to improve their local bureau/detachment workplace culture as well as workplace culture within the OPP organization-wide. The top comments for improving the workplace culture related to:

• wanting ‘more professionalism, accountability, respect, leadership from all’
• ‘better promotion and hiring processes’

Members were also asked what they felt were the OPP’s greatest strengths; 36%, or 2,165 participants, provided a response. The strength most frequently mentioned was the people who work for the OPP (16% of those who provided a response). Other responses included: inclusion of under-represented groups, diversity (7%); support from peers and supervisors (7%); team environment (6%); ability in crisis situations/addressing issues (6%); and resources available to help members (5%). However, 9% of members responding to this question claimed that the OPP has no strengths.

1.3 Considerations for the Future

Based on the results of the OPP Workplace Culture Survey, the following are identified as areas to consider exploring:

• The implementation of OPP policies and procedures with respect to disciplinary practices as well as hiring and promotional processes may require review to ensure they are being implemented fairly.
• 45% of members feel that they would not be supported by supervisors/managers if they experienced a mental health challenge and were open about it in the workplace. Identifying the reasons for these concerns, and what steps can be taken to address them, may be required.
• Frequent bullying, discrimination, harassment and feelings of rejection in the workplace appear to contribute to a high number of workdays missed, which underscores the importance of identifying strategies for reducing these experiences.
• Two of the most frequently used programs (Wellness Checks and EFAP - External Provider) are perceived as less helpful than other programs, which suggests that it may be helpful to explore what members find most useful and least useful about these programs.
• Low awareness of the programs that are perceived as most helpful suggests additional promotion of these programs may be required (i.e., Chaplaincy Program, Trauma Clinician, Community Referral List, PART).
• Members experience frequent stress due to staff shortages/resource pressures, and to the impact of work on their social lives. If existing programs address work/life balance, additional promotion of these programs may be required. Alternatively, if no such programs exist to addresses these issues, offering this support may help reduce stress.

Section 2: Survey Instrument

OPP workplace culture survey

Survey introduction

Your opinion matters!

We want to hear from every member of the OPP so that the results of this survey accurately reflect the workplace culture across all regions, bureaus and at all levels of the organization.

Why is the Independent Review Panel conducting this study?

The Independent Review Panel, in partnership with the consulting firm R.A. Malatest and Associates Ltd., is seeking feedback to help improve the working lives of the uniform, civilian and auxiliary members of the Ontario Provincial Police (OPP). This survey will create an opportunity for the panel to hear first-hand from current and recently retired members on what is positive about the workplace culture within the OPP, and ways the OPP can do better. 

You can read Order in Council 643/2019 for more information and terms of reference for this review.

Who can participate?

All current and retired OPP members are eligible to participate. If you are an active, retired, uniform, civilian, auxiliary, manager, or an individual contributor member, we want to hear from you.

First Nations Police Officers are not in scope for this survey as the Independent Review Panel will be engaging them in other ways.

When can I participate?

The survey is open from July 2 to 23, 2019.

How long will it take to complete the survey?

The survey will take approximately 20-25 minutes to complete, depending on your responses. You can exit and re-access the survey any time. When you return to the survey, you can pick up where you left off, and will remain fully confidential and de-identified.

NOTICE OF COLLECTION

Personal information collected from this questionnaire is voluntary.

Results will only be viewed by designated researchers through a third party (R.A. Malatest & Associates Ltd) that has been commissioned to conduct the survey anonymously. All tracking features that could link survey responses to an email or I.P. address have been removed.

Malatest will use this information to provide a summary and analysis of survey results to the Independent Review Panel to assist them with making recommendations to the OPP with regards to workplace culture and mental health resources and training.

Summaries will only be provided for units where more than 20 people have responded.

For additional information, view Malatest’s privacy policy.

Note about the survey

Current members:

Depending on the question, please answer based on your overall experiences with the OPP or based on your current position or rank (not your home position, if acting out).

Retirees:

Depending on the question, please answer based on your overall experiences with the OPP or based on the position that you retired from. If you have retired and returned to work, please answer as a current member rather than retiree.

Demographics

The following demographic questions will be used to group members’ responses so that results can be reported in aggregate while enabling the panel to identify potential themes, common concerns and trends across different groups. You will never be personally identified in our report, and your feedback will remain completely anonymous.

1. Are you an active member or retired?
   1. Active member
   2. Retired member
   3. I prefer not to answer this question
2. Which of the following best describes your length of service with the OPP?
   1. Less than 1 year
   2. 1 to 5 years
   3. 6 to 10 years
   4. 11 to 15 years
   5. 16 to 20 years
   6. 21 to 25 years
   7. 26 to 30 years
   8. More than 30 years
   9. I prefer not to answer this question

If ‘RETIRED’ at Q1, ask:

2b) You indicated that you are a retired member. How long ago did you retire from the service?

1. Less than 1 year
2. 1 to 3 years
3. 4 to 6 years
4. 7 to 10 years
5. 10 to 15 years
6. 15 to 20 years
7. More than 20 years
8. I prefer not to answer this question

3. Are you currently a uniform, civilian, or auxiliary member? (If retired, which were you when active?)
   1. Uniform
   2. Civilian
   3. Auxiliary
   4. I prefer not to answer this question

 [If Uniform or Auxiliary]

4. What is your rank (or the rank from which you retired)?
   1. Constable
   2. Sergeant
   3. Staff Sergeant and Sergeants Major
   4. Commissioned Officer
   5. I prefer not to answer this question

 [If civilian]

5. What level of management do you work at (or did you retire from)?
   1. No direct reports
   2. Team Leader/Supervisor
   3. Manager and above
   4. I prefer not to answer this question
6. Which Command/Bureau do you currently work in (or retired from)?
   1. Corporate Services
   2. Traffic Safety and Operational Support
   3. Investigations and Organized Crime
   4. Field Operations
   5. Corporate Communications and Strategy Management Bureau
   6. I prefer not to answer this question

[Depending on selection, dropdown will populate]

[Ask if Q6≠ “Corporate Communications and Strategy Management Bureau”]

If Q6 = “Field Operations” ask: Please select the bureau/detachment that you work in/retired from:

7. All other responses at Q8 ask: Please select the bureau/division that you work in/retired from:
8. What is your current lived gender identity? (Select all that apply)
   1. Man
   2. Woman
   3. Non-binary
   4. Transgender
   5. Two-Spirit
   6. I do not identify with the above
   7. I prefer not to answer this question
9. In our society, people are often described by their race or racial background. For example, some people are considered “White” or “Black” or “East/Southeast Asian,” etc. Which category best describes you? (Select all that apply)
   1. Black (e.g., African, Afro-Caribbean, African-Canadian descent)
   2. East / Southeast Asian (e.g., Chinese, Korean, Japanese, Taiwanese descent, Filipino, Vietnamese, Cambodian, Thai, Indonesian, other Southeast Asian descent)
   3. Indigenous (e.g., First Nations, Métis, Inuit descent)
   4. Latino/Latina/Latinx (e.g., Latin American, Hispanic descent)
   5. Middle Eastern (e.g., Arab, Persian, West Asian descent, e.g. Afghan, Egyptian, Iranian, Lebanese, Turkish, Kurdish, etc.)
   6. South Asian (e.g., East Indian, Pakistani, Bangladeshi, Sri Lankan, Indo-Caribbean)
   7. White (e.g., European descent)
   8. Another race category not described above
   9. I prefer not to answer this question

OPP organizational culture

The following questions will help us understand how you view the current culture within the OPP as an organization, and more locally, within your bureau/detachment (or the bureau/detachment you worked in before you retired). Your responses will only be reported in aggregation with other active/retired OPP members.

The following question is about the OPP as an organization:

10. Please indicate the extent to which the word or phrase within each pair below describes your experience of the culture within the OPP as an organization. The closer the box is to the word/phrase you select, the more you feel that it describes the culture.

    Randomize list of pairs

    Cohesive	□	□	□	□	□	□	□	Siloed
    Trusting	□	□	□	□	□	□	□	Suspicious
    Democratic	□	□	□	□	□	□	□	Hierarchical
    Transparent	□	□	□	□	□	□	□	Secretive
    Inclusive (values differences)	□	□	□	□	□	□	□	Discriminatory
    Impartial	□	□	□	□	□	□	□	Biased
    Respectful	□	□	□	□	□	□	□	Offensive
    Diverse	□	□	□	□	□	□	□	Everyone is the same

The following question is about your bureau/detachment:

11. To what extent does the word or phrase within each pair below describe the culture within your bureau/detachment? The closer the box is to the word you select, the more you feel that it describes the culture. [SHOW Q11 LIST OF PAIRS] RANDOMIZE LIST OF PAIRS

The following question is about the OPP as an organization:

12. To what extent do you agree or disagree that each of the following describes the OPP as an organization? 

    RANDOMIZE LIST

    n/a	Strongly disagree	Somewhat disagree	Neutral	Somewhat agree	Strongly agree	Prefer not to answer
    Trust exists between those in supervisory and non-supervisory positionsTrust exists between those in supervisory and non-supervisory positions	□	□	□	□	□	□
    Management creates an environment in which members are free to express their opinion without fear of reprisal	□	□	□	□	□	□
    Is respectful towards, and inclusive of, members in underrepresented groups	□	□	□	□	□	□
    Is respectful towards, and inclusive of, members with mental health disabilities	□	□	□	□	□	□
    Is respectful towards, and inclusive of, members with physical disabilities	□	□	□	□	□	□
    Applies disciplinary processes in the same way, regardless of rank, gender, race, etc.	□	□	□	□	□	□
    Employs fair and equitable hiring practices	□	□	□	□	□	□
    Employs a fair and equitable promotional process	□	□	□	□	□	□

The following question is about your bureau /detachment:

13. To what extent do you agree or disagree that each of the following describes your bureau / detachment. [SHOW Q13 LIST]
14. Within the past year, how often have you personally experienced each of the following?

    MOUSEOVER DEFINITION FOR BULLYING:  Bullying is a form of aggression where there is a power imbalance; the person doing the bullying has power over the person being victimized. Types of bullying can include: Physical bullying: using physical force or aggression against another person; Verbal bullying: using words to verbally attack someone; Social/relational bullying: trying to hurt someone through excluding them, spreading rumours or ignoring them; Cyberbullying: using electronic media to threaten, embarrass, intimidate, or exclude someone, or to damage their reputation.

    MOUSEOVER DEFINITION FOR HARASSMENT: Workplace harassment: a course of vexatious comment or conduct against an employee or other worker in the workplace that is known or ought reasonably to be known to be unwelcome.

    MOUSEOVER DEFINITION FOR DISCRIMINATION: Discrimination: any practice or behavior, whether intentional or not, which has a negative impact on an individual or group based on one or more of the prohibited grounds of discrimination.

     

    n/a	Never	Rarely (once or twice/year)	Sometimes (multiple times/year)	Often (monthly)	Very often (weekly)	Constantly	Prefer not to answer
    Bullying in the workplace	□	□	□	□	□	□	□
    Harassment in the workplace	□	□	□	□	□	□	□
    Harassment from members of the public	□	□	□	□	□	□	□
    Discrimination in the workplace	□	□	□	□	□	□	□
    Discrimination from members of the public	□	□	□	□	□	□	□
    Feeling excluded or rejected by colleagues/superiors	□	□	□	□	□	□	□

[IF ANY VALID RESPONSE OTHER THAN “NEVER” AT Q15, ASK]

15. You indicated that you experienced [INSERT Q15 RESPONSE CATEGORY] within the past year. Did you report this experience to someone in a position of authority?
    1. Yes
    2. No
    3. I prefer not to answer this question

[AFTER EACH RESPONSE OF “NO” AT Q16, IMMEDIATELY ASK]

16. Can you tell us why not? (Please select all that apply)
    1. Concerns about reprisal
    2. Concerns that nothing would be done
    3. Concerns about others’ perceptions if they found out
    4. Concerns that it would impact my opportunities for advancement
    5. Concerns that it would impact my reputation
    6. Concerns that it would jeopardize my job
    7. I was able to achieve satisfactory resolution without reporting it
    8. It didn’t impact me
    9. Other (please specify)                    
    10. I prefer not to answer this question

17. Over the past year, how often have you experienced feelings of stress from each of the following:

    RANDOMIZE LIST

    n/a	Never	Rarely	Sometimes	Most of the time	All the time	Prefer not to answer	Not applicable
    Workload	□	□	□	□	□	□	□
    Administrative duties/paperwork	□	□	□	□	□	□	□
    Constant changes in legislation/policy	□	□	□	□	□	□	□
    Staff shortages/resource pressures	□	□	□	□	□	□	□
    Bureaucratic red tape	□	□	□	□	□	□	□
    Lack of training	□	□	□	□	□	□	□
    Duties related to the court system	□	□	□	□	□	□	□

18. If you experienced a mental health challenge and were open about it in your workplace, to what extent did/do you feel supported by:

    RANDOMIZE LIST

    n/a	Not supported at all	Not very supported	Somewhat	Very supported	Completely supported	Prefer not to answer	Not applicable
    Colleagues/Supervisors	□	□	□	□	□	□	□
    Managers	□	□	□	□	□	□	□

Interactions with the community/public

Many roles in policing spend a great deal of time interacting with the public. The following questions will help us understand whether these professional interactions cause stress and the nature in which they may impact your interactions with friends, family, and the community when you are not working. If you are retired, please answer based on your reflections of what it was like.

19. Over the past year, how often have you experienced feelings of stress from each of the following:

    MOUSE-OVER FOR ROLE BLURRING: For the purposes of this survey, role-blurring refers to having trouble switching from the role you assume while at work (e.g., as a police officer) to the role you assume when you are not at work (e.g.​, as a parent/spouse/friend).

    RANDOMIZE LIST

    n/a	Never	Rarely	Sometimes	Most of the time	All the time	Prefer not to answer	Not applicable
    Upholding a “higher image” in public	□	□	□	□	□	□	□
    Negative comments From members of the general public	□	□	□	□	□	□	□
    Negative portrayal of the OPP by the media	□	□	□	□	□	□	□
    Role blurring (role when on-duty and role when off-duty)	□	□	□	□	□	□	□
    Managing social life outside of work	□	□	□	□	□	□	□
    Making friends outside the job	□	□	□	□	□	□	□
    Pressures work puts on romantic relationships	□	□	□	□	□	□	□
    Not enough time available to spend with friends and family	□	□	□	□	□	□	□
    Lack of understanding from friends and family about your work	□	□	□	□	□	□	□
    Negative impact of your work on friends/family	□	□	□	□	□	□	□
    Isolation from community in which you live	□	□	□	□	□	□	□
    Stress in your personal life which is unrelated to work	□	□	□	□	□	□	□

Mental health: Programming and support

The following questions will help us understand the extent to which active/retired OPP members are using the programs and supports currently available, and the perceived helpfulness of these supports. Results will be used to help assess and potentially modify the supports available, how supports are delivered and accessed, and identify any new supports that might be required.

20. In general, how do you prefer to access the programs and services you need?
    1. Prefer to access OPP programs and services
    2. Prefer to access programs through external channels
    3. I prefer not to answer this question
21. Which of the following support programs that address issues relating to mental health are you aware of?

    n/a	Not aware	Aware, not used	Aware, have used	Prefer not to answer
    Critical Incident Stress Response/Peer Support (CISR/PS) Team	□	□	□	□
    Post-Critical Incident Check Program	□	□	□	□
    Peer Assistance and Resource Team (PART)	□	□	□	□
    Employee/Family Liaison	□	□	□	□
    Fitness/Wellness Liaisons	□	□	□	□
    Employee and Family Assistance Program (EFAP – External Provider)	□	□	□	□
    Community Referral List	□	□	□	□
    Trauma Clinician	□	□	□	□
    Chaplaincy	□	□	□	□
    Wellness Checks	□	□	□	□
    OPPA Administered Psychological Benefits	□	□	□	□
    Project Safeguard	□	□	□	□

[FOR EACH SUPPORT “AWARE NOT USED” AT Q22, ASK]

22. You indicated that you are aware of [INSERT FIRST SELECTION] but have not used it. Could you tell us why? (Please select all that apply)
    1. No need
    2. Preferred to manage myself
    3. Consulted family physician or other private clinician
    4. Relied on family and friends
    5. Relied on faith and spirituality
    6. Did not know where to go for information
    7. Have not gotten around to it
    8. Schedule challenges
    9. Help was not readily available
    10. Do not have confidence in the support available
    11. Cannot afford additional fees/insurance will not cover it (if applicable)
    12. Afraid of what others would think if they found out
    13. Confidentiality concerns
    14. Not comfortable talking about it
    15. Distance to services was a barrier
    16. Other (Please specify}:
    17. I prefer not to answer this question

[FOR EACH “AWARE USED” AT Q22, ASK]

23. What do you think of the following program(s) (If you have accessed this program more than once, please refer to the most recent experience)?

    	Not aware	Aware, not used	Aware, have used	Prefer not to answer
    [SHOW LIST OF AWARE, USED]	□	□	□	□

24. If you think there are gaps in the supports or resources that are currently available, please tell us what additional supports or resources you think should be made available to current and/or retired members.

    I prefer not to answer this question 

Mental health: Personal

The following questions will help us understand how your job and work environment impact you. Results will be used to identify ‘pressure points’ related to your work and/or the environment in which you work.

25. Please indicate the extent to which the word or phrase within each pair below describes how you feel in your work environment. The closer you get to that word/phrase, the more it describes how you feel.

    RANDOMIZE LIST OF PAIRS AND INCLUDE “I prefer not to answer this question” AFTER EACH PAIR

    Safe	□	□	□	□	□	□	□	Vulnerable
    Calm	□	□	□	□	□	□	□	Anxious
    Supported	□	□	□	□	□	□	□	Unsupported
    Empowered	□	□	□	□	□	□	□	Disempowered
    Valued	□	□	□	□	□	□	□	Devalued
    Part of the team	□	□	□	□	□	□	□	Isolated

26. Over the past year, how often have you experienced feelings of stress as a result of each of the following:

    RANDOMIZE LIST

    n/a	Never	Rarely	Sometimes	Most of the time	All the time	Prefer not to answer
    Interacting with coworkers	□	□	□	□	□	□
    Interacting with supervisors	□	□	□	□	□	□
    Proving yourself to the organization	□	□	□	□	□	□
    Co-workers are unsupportive/ critical when you are sick or injured	□	□	□	□	□	□
    A workplace incident you experienced or witnessed	□	□	□	□	□	□
    Risk of injury/risk to personal safety on the job	□	□	□	□	□	□
    Overtime demands	□	□	□	□	□	□
    Feeling pressure to volunteer free time	□	□	□	□	□	□
    Feeling that different rules apply to different people	□	□	□	□	□	□
    Finding time to stay fit/ eat healthy	□	□	□	□	□	□

27. Over the past year, approximately how many days of work in total have you missed as a result of stress, anxiety, depression or any other symptom related to the work stressors you indicated experiencing in the previous survey questions? Please do not indicate the number of days missed as a result of other, non-work related stressors.

    Enter number of days

    Prefer not to answer

28. A part of the mandate of the IRP is to make recommendations on potential remedial actions to address the impact of suicides on OPP members and work culture. Have you been emotionally impacted by the suicide of an OPP member? (Select all that apply)
    1. Yes, through a close colleague
    2. Yes, through a colleague
    3. Yes, through someone in the OPP community
    4. No
    5. I prefer not to answer this question

[IF YES AT Q29] [Ask for each Yes selected]

29. What emotional impact did [IF “Yes, through a close colleague”: the suicide of a close colleague; IF “Yes, through a colleague”: the suicide of a colleague; IF “Yes, through someone in the OPP community”: the suicide of someone in the OPP community] have on you? The closer you get to the word, the more it describes the extent to which you were emotionally impacted.

    RANDOMIZE LIST OF PAIRS AND INCLUDE “I prefer not to answer this question” AFTER EACH PAIR

    No emotional impact

    □

    □

    □

    □

    □

    □

    □

    Extreme emotional impact

    I prefer not to answer this question 

30. Did you access supports for this?
    1. Yes
    2. No
    3. I prefer not to answer this question

[IF NO AT Q30]

31. Can you explain why you didn’t access resources? (Please select all that apply)
    1. No need
    2. Preferred to manage myself
    3. Consulted family physician or other private clinician
    4. Relied on family and friends
    5. Relied on faith and spirituality
    6. Did not know where to go for information
    7. Have not gotten around to it
    8. Schedule challenges
    9. Help was not readily available
    10. Do not have confidence in the support available
    11. Cannot afford additional fees/insurance won’t cover it (if applicable)
    12. Afraid of what others would think if they found out
    13. Confidentiality concerns
    14. Not comfortable talking about it
    15. Distance to services was a barrier
    16. Other (please specify)
    17. I prefer not to answer this question

Additional feedback

32. Do you have any recommendations to improve the workplace culture within the OPP:
    1. Organization-wide? If you prefer not to answer, please leave blank
    2. Within your local bureau/detachment? If you prefer not to answer, please leave blank
33. What do you think is the OPP’s greatest strength with respect to workplace culture and what suggestions do you have for strengthening or promoting these positive elements within the OPP?
34. Is there anything else you would like to tell us? If you prefer not to answer, please leave blank