The dataset highlights key OPS workforce demographics extracted from the OPS payroll reporting system (WIN), including: * OPS size * Age and tenure * Annual sick leave credit usage * OPS salaries * OPS compensation data by gender A data dictionary is included to define all workforce demographics, metrics and limitations. This data has been released due to the demand expressed through a public vote to determine which datasets the Government of Ontario should publish. This was the fourth most voted on dataset out of a pool of approximately 1000 entries. The Data in this report is as of March 31, 2025, unless otherwise indicated. *[WIN]: Workforce Information Network *[OPS]: Ontario Public Service

The dataset highlights key OPS workforce demographics extracted from the OPS payroll reporting system (WIN), including: * OPS size * Age and tenure * Annual sick leave credit usage * OPS salaries * OPS compensation data by gender A data dictionary is included to define all workforce demographics, metrics and limitations. This data has been released due to the demand expressed through a public vote to determine which datasets the Government of Ontario should publish. This was the fourth most voted on dataset out of a pool of approximately 1000 entries. The Data in this report is as of March 31, 2025, unless otherwise indicated. [WIN]: Workforce Information Network [OPS]: Ontario Public Service

The dataflow "Number of employees by activities (ISIC Rev. 4)" is a subset of the “Employment by activites and status (ALFS)” dataset which presents annual labour force statistics for OECD member countries, Brazil and 4 geographical areas (Major Seven, Euro zone, European Union and OECD-Total).

This dataflow shows the number of employees broken down by economic activities (ISIC Rev. 4).

Economic activities are defined according to the Major divisions of the International standard International Classification (ISIC) Rev. 4 with the exception of the United-States wich compiled since 2003, employment data by sector following the North American Industrial Classification System (NAICS); NAICS sector are then proxied to ISIC Rev. 4 and are therefore not strictly comparable with other countries’ data.

The professional status is defined in the International Classification by status in Employment (ICSE-1993).

Data are presented in thousands of persons, or as indices with base year 2015=100.

Annual data in this dataset are typically calculated as averages of infra-annual estimates. This can lead to differences with annual data published by National Statistics Institutes.

Historical data of employment statistics defined according to ISIC Rev. 2 are also available from 1970 to 2014

Historical data of employment statistics defined according to ISIC Rev. 3 are available from 1983 to 2023. Data for Canada are currently only available in ISIC Rev. 3

The Current Employment Statistics (CES) program is a Federal-State cooperative effort in which monthly surveys are conducted to provide estimates of employment, hours, and earnings based on payroll records of business establishments. The CES survey is based on approximately 119,000 businesses and government agencies representing approximately 629,000 individual worksites throughout the United States. CES data reflect the number of nonfarm, payroll jobs. It includes the total number of persons on establishment payrolls, employed full- or part-time, who received pay (whether they worked or not) for any part of the pay period that includes the 12th day of the month. Temporary and intermittent employees are included, as are any employees who are on paid sick leave or on paid holiday. Persons on the payroll of more than one establishment are counted in each establishment. CES data excludes proprietors, self-employed, unpaid family or volunteer workers, farm workers, and household workers. Government employment covers only civilian employees; it excludes uniformed members of the armed services. The Bureau of Labor Statistics (BLS) of the U.S. Department of Labor is responsible for the concepts, definitions, technical procedures, validation, and publication of the estimates that State workforce agencies prepare under agreement with BLS.

This dataset comes from the Biennial City of Tempe Employee Survey questions related to employee support of work-related needs. Survey respondents are asked to rate their level of agreement on a scale of 5 to 1, where 5 means "Strongly Agree" and 1 means "Strongly Disagree" (without "don't know" as an option).Participation in the survey is voluntary and confidential. This page provides data for the Employee Work-Related Needs performance measure. Please note that in 2022, due to strategic transformational changes, the Strategic Management and Diversity Office was reorganized into the Strategic Management and Innovation Office and the Office of Diversity, Equity, and Inclusion. The performance measure dashboard is available at 2.25 Employee Work Related Needs. Additional InformationSource: paper and digital survey submissionsContact: Wydale HolmesContact E-Mail: wydale_holmes@tempe.govData Source Type: ExcelPreparation Method: Extracted from employee survey resultsPublish Frequency: BiennialPublish Method: ManualData Dictionary

This dataset comes from the Biennial City of Tempe Employee Survey questions related to employee engagement. Survey respondents are asked to rate their level of agreement on a scale of 5 to 1, where 5 means "Strongly Agree" and 1 means "Strongly Disagree". This dataset includes responses to the following statements: I have received fair consideration for advancement & promotion, when available, within the City of TempeI have been mentored at workThe City's programs related to professional development & career mobility, such as educational partnerships, Tempe Professional Development Network, etc., are useful to meThe following adequately supports my work-related needs: City Manager's OfficeThe following adequately supports my work-related needs: Strategic Management & Diversity OfficeI believe my opinions seem to countConflict in my work area is resolved effectivelyI believe exceptional job performance is recognized appropriately by managers/supervisors in my work unitThe amount that I pay for health care benefits is reasonableI think the amount I am paid is adequate for the work I doCommunication between my work unit/pision & work units/pisions OUTSIDE my department is goodEmployees in my department take personal accountability for their actions and work performance (starting in the 2018 survey) Participation in the survey is voluntary and confidential. This page provides data for the Employee Engagement performance measure. The performance measure dashboard is available at 2.13 Employee Engagement. Additional InformationSource: paper and digital survey submissionsContact: Aaron PetersonContact E-Mail: Aaron_Peterson@tempe.govData Source Type: ExcelPreparation Method: NAPublish Frequency: biennialPublish Method: ManualData Dictionary