1) If they see you are a hard worker with passion, then the long time employees “lifers” dump their work on new comers. They dont like others who might outshine them because it threatens their ego, threatens their intelligence, threatens the status quo minimum level of work requirement/threshold.
2) Lifers are a clicke group, new comers/outsiders not welcome; those hired from outside are treated poorly, especially during probation period.
3) Innovation or new ideas just like in communism is not wanted because it threatens them and the decades long status quo.
4) Innovation or something done to make a process more efficient threatens jobs of otherwise threatens redundant people.
5) They may withold information thats important to do your job.
6) They create drama situations that get the new employee involved/entangled, then blame it on the new employee.
7) I recall one of the receptionists being a drama queen, rude and a bully.
8) Some (but not all) in management are inept sociopathic bullies.
9) HR is complicit in the bullying. Union does not bother to investigate or get statements from witnesses. Any point of view or side taken is that of the manager as provided by the complainant. Lack of investigation or getting witness statements prevents the accused of being heard, understood or exonerated.
10) The job description in the ad posting will look so exciting to bate you in, many different tasks to do. The reality is your job is a typical beauracratic pigeon hole. You
Points positifsBenefits. (Provided to compensate for awful work culture)
Great career opportunities, but inconsistent pay, and some clueless "people leaders"
The union positions have good pay and some of them have very high starting pay with only a few step levels meaning you can reach 100-107k within 2-3 years from the bottom of the range. However, in management there has been a general range freeze and also an in-range increase freeze for many years now. It means someone new could be hired in a Program Services role starting at 87k and within 3 year reach the top of their range which can be as high 100-107k. Whereas a junior Manager could start at 80k flat and be at the same pay 4 years later due to freezes.
Union positions can also have significant overtime and limited responsibilities which basically means higher pay and more opportunity for time off and things like working from home, flex days etc.
Opportunities wise, there is no such thing as a "promotion" although there can be acting roles for more senior staff. Permanent promotion means you have to apply to a different position via a competition just like anyone else, and often times they are open competitions open to the public. If you want to apply to a higher level position you simply apply to different competitions, get interviews, and eventually you will be hired somewhere (usually in a different area). It only takes a few years to go from PS level (about 3 years minimum required) to Manager, and then probably another 4-5 years or so as a Specialist (policy units) or Manager to jump to Director. This can be very different in smaller internal policy units versus
Toxic Workplace - Alberta Treasury Board and Finance
Nepotism and favoritism are rampant and the key to advancement – either by being connected politically or to the senior management.
Senior managements’ engagement is abysmal and this is reflected in the overall workplace culture.
There is a terrible double standard between senior managements’ high expectations of the rank and file and their low expectations of themselves. Deadlines are frequently not met owing to their foot dragging - then blamed on the staff.
Communication between management and staff is incredibly poor and hampers staffs' ability to perform.
Passive aggressive bullying and belittlement are all too common for an organization that has regular (and ultimately meaningless) initiatives aimed at anti-bullying and employee engagement.
Constructive feedback is not provided to staff, nor tolerated from staff. Providing constructive feedback will result in punishment - even when done through the supposedly anonymous employee survey (and my ADM simply shrugged his poor showing off and blamed it on his superiors during a session where he chewed the division out over the results of the survey).
Training and development opportunities are provided in a similar fashion to opportunities for advancement - through nepotism and being a member of the insider clique.
Everything changes constantly, and not always for the better. My team, in particular, suffers from absolutely horrible management from people who should not be in supervisory positions, although I recognize that this may not be the case for everyone everywhere. It makes it very hard to want to be to inspired to create efficiencies and positive change when the ones at the top are complacent and don't advocate at all for their staff, and any sort of suggestion is met with instant pushback because government. I work with a lot of older people who are close to retirement so they don't care, so a lot of the work ends up falling on the shoulders of the younger ones to pick up. Job is very stable if you're a permanent employee; however, if you have any drive at all to grow your career you will be sorely disappointed as opportunities are few and far between. You can expect to be given more responsibilities and duties without the pay increase because government. Little to no appreciation from supervisors (they literally forgot about Admin Professionals Day - and they're ADMIN SUPERVISORS). Other teams in the office are more pleasant and supportive. I've been here for almost 5 years and want to leave my department because it's the most toxic work environment I've ever been a part of.
o Client activity – review the registry offices daily activity to ensure licences and identification cards will be printed in a uniform manner. Contacting the individual registries to fix any mistakes made.
o Ensuring that the registry offices provide their clients with transit permits that reflect our policy. Letting the offices know of any mistakes they have made to minimize future mistakes.
o Checking void inventory from the registry offices to be written off.
o Checking reimbursement claims and analyzing them to ensure the registry offices either can or cannot be reimbursed and notifying them of the outcome and any reasons for the outcome.
o Input individual clerk errors onto a program called CARS to keep track of mistakes made.
o Use of online government database program for a large portion of the duties.
o Returning mail that has been sent to us in error with a letter stating the reason it is being returned. If the contents are motor vehicle related we also let the client know the possible solutions to how the contents should be dealt with.
o Ensuring licences from other countries and provinces are reciprocal with Alberta when clients want to exchange their licence for an Alberta one.
• Preparing all offer letters, position extension letters, relocation agreements and contract of employment
• Initiating and maintain competition in the system and by creating, maintaining, closing and auditing manual competition files.
• Recruitment and selection to entry level wage positions by preparing advertising, pre-screening applications, administering testing.
• Setting up interviews, preparing interview package, participating in the interviews as required, conducting reference checks, verbal offers and preparing and conducting reference checks.
• Assists employees with file reviews and destruction of documents following the appropriate procedures and guidelines
• Make travel arrangements including vehicle and hotel bookings
• Maintains all administration and position files and disposition of the same as well as disposition of employee relations files.
• Commencement and orientation of new employees
• Generate various reports for Managers and Human Resource Consultants
• Scheduling appointments , operation standard office equipment and processing both incoming and outgoing mail
A typical day at the office I am usually at my desk working on paperwork, checking emails or in meetings at various buildings in my portfolio.
It's been a valuable working experience getting to understand property management and project management hands on.
I fortunately have a good working relationship with my co-workers. We have good communication and everyone gets along as a team.
The hardest part of the job is the demands from our tenants in the buildings we maintain and operate. In some buildings we deal with high government officials, MLA's, judges and lawyers. We do our very best to accommodate them in an efficient and timely manner.
The most enjoyable part of my job is the location. I work at the beautiful Legislature grounds at Government Centre. It is one of the nicest areas in Edmonton, especially in the summer time. The view from my office is breathtaking as it faces the river valley.
I also appreciate the work-life balance working Monday-Friday, having evenings and weekends off to spend time with my family and friends.
Points positifsVery good benefits and work-life balance
Working at the Government of Alberta is an amazing job/career opportunity. The salary and benefits are top notch, job security so long as you are permanent is excellent, and there is a strong emphasis on work-life balance. I found the people I worked with at the Government of Alberta extremely friendly, helpful, and collaborative. The culture of the workplace is fast-paced and collaborative. Overall, an excellent place to work, and a place I would recommend to anyone.
Only downside is it's extremely difficult to get into, particularly at the moment given the Kenney United Conservative Party Government and all of the cuts occuring to the public secotr. I worked there in 2017, and unfortunately while I was laid off (I was temporary full-time), the job was without a doubt, one of my favorites I've held. Great training and development opportunitites as well, and incredible advancement opportunities within.
Points positifsSalary/Benefits, Job Security, Advancement Opportunities, Great culture, Amazing training and development opportunities
Points négatifsVery difficult to get into, Can be bureaucratic with processes
It’s a very unfortunate situation. Cutbacks, interminable hiring and salary freezes, poor management, reorganizations, unpredictable layoffs, and an ineffectual union make work stressful and difficult. As most people exit they are not replaced, and their work is piled onto those remaining. Decent pay and benefits are all that is left, and even those are being eroded. A lot of great, hard working people are backed into corners and waiting either for retirement or the next opportunity to escape. It will take many, many years before things look up here again. Looking to rejoin the private sector because my health is failing as a result of constant stress, and life is more important than the pension. The money isn’t much better than in the private sector, anyway.
Points positifsNice, public service oriented, smart, and hard-working front line staff. Good salary and benefits if you land a permanent position.
Points négatifsNot enough people to meet expectations, Unrealistically large workloads, Frequent staff burnout and attrition
I loved my job - but I was treated poorly by government stakeholders (my role involved coordinating large events for other government employees) and management. The complexities of my role were overlooked and when I applied for a reclassification (with the full support of my director), my manager and the executive director advised that they were going to class it down, not up, as I was requesting. Frequent payfreezes meant taking pay cuts year after year. My coworkers hoarded information and refused to work as a larger team - the air of paranoia amongst employees was very real, everyone was afraid of decreasing their value by sharing knowledge they held. Upward mobility was virtually impossible (I applied for numerous internal postings as a long-term employee with favourable reviews) and so, I left. I couldn't in good conscience recommend anyone to a job with the Government of Alberta. Unless the government changes hands, longer-term, I would not consider returning.
Points négatifsEverything else
Questions et réponses au sujet de l'entreprise Government of Alberta
À quelle fréquence bénéficiiez-vous d'une augmentation de salaire chez Government Of Alberta?
Posée le 18 nov. 2022
Réponse du 21 mars 2023
Once a year on anniversary day and once at top of the grid no more increases
Réponse du 8 mars 2023
What is the company culture at Government Of Alberta?
Posée le 17 juill. 2017
No comment for now..
Réponse du 12 févr. 2019
The Government of Alberta values integrity, diversity, respect for all and the willingness to learn, support and empower for Albertains to reach collective vision.
Réponse du 20 juill. 2018
À quelle fréquence les salaires augmentent-ils chez Government Of Alberta?
Posée le 8 mai 2021
Réponse du 11 févr. 2023
Rarely always on a pay freeze.
Réponse du 18 janv. 2023
Comment les cadres communiquent-ils leurs commentaires chez Government Of Alberta?
Posée le 27 févr. 2020
Poorly if at all.
Réponse du 18 janv. 2023
Collaboratively in team meetings, ongoing emails, performance agreements and one on one meetings.
Réponse du 28 août 2022
Où voyez-vous Government Of Alberta dans 10 ans?
Posée le 2 nov. 2018
It's a good place to work but career progression is very slow. Training are not easily available as every request needs approval from leadership.
Réponse du 11 févr. 2022
Public Service (at some level), will always be there.