Amélio for public administration
You plan for retirements. Plan for the engagement of those who stay, too.
Do you know who will step up, whether expertise will leave with your retirees, and whether your teams will follow the next reorganization?
Five files you'll recognize
Your job postings compete with the private sector. The next generation looks at working conditions, but also at the climate, the meaning of the work and the quality of management. What your current employees say becomes your best argument, or your worst.
Every departure takes some expertise with it. The workload falls on those who stay, often the most engaged, and therefore the most at risk of burnout.
Part of the team works at the office, the other part from home. Your managers see their people less and pick up fewer weak signals.
A new departmental priority, two merged branches, a new system to learn: your teams often absorb all of it in the same year. Many go along without believing in it. Little by little, they lose their motivation and stop giving what they gave in their early days at the department.
Each branch has its own culture, methods and pain points. Without a common measure, you can neither compare them nor share what works.
From "Big Brother" to an everyday reflex
Québec City Jean Lesage International Airport began working with Amélio in 2022, in the middle of a restructuring, with the pandemic, a labor shortage and high security requirements. At first, its managers feared they were being evaluated.
"Managers saw HR as Big Brother and surveys as a tool to evaluate their performance. Now they see Amélio as a real tool for them, every day."
An engaged team serves citizens better.
Before talking about performance, you need to know how your people are doing. Amélio measures the engagement of each branch and tells you where to start.
Know where each team stands
Your employees answer in a few minutes, on their phone or computer. Each manager sees their team's results, factor by factor, and how they change from one survey to the next.
See the engagement survey
Go from results to an action plan
Amélio spots the signals in your employees' comments and suggests concrete actions. Your managers know what to do next, and you follow the plans from one branch to another.
See the engagement diagnosticThe quality of public services depends on performance.
Job security keeps turnover low. The real cost is hidden elsewhere: in employees who stay without growing, and in an annual review filled out because it has to be.
Pass on expertise before retirements
Each employee sees the skills to develop for the position they're aiming for. You prepare the next generation while the expertise is still on your teams.
See the development plan
Connect every team to the strategic plan
The directions in your strategic plan become team goals, tracked throughout the year. You know where each branch stands before accountability reporting.
See goals and prioritiesHelp every employee do their best work.
Amélio connects performance management to each team's engagement results.
How each branch is doing, at a glance
Click a box
Amélio shows no results for a group of fewer than 5 respondents, not even to account administrators.
What happens after your first call
No outside mandate to launch, no software to install. Your employees answer at the office or at home.
Someone from Kathleen's team guides you, from the first call to your managers' first actions.
| Step | What Amélio does | Your part | |
|---|---|---|---|
| 1 | The first call | We start from your reality: your branches, your units, hybrid work. Together, we scope a project that fits you. | Tell us what it's like on the ground. |
| 2 | Preparation | We set up the survey, choose the factors to measure and prepare the messages for your branches and your unions. | Approve. We handle the rest. |
| 3 | Launch | The link goes out by email, text message or QR code, at the office or at home, in each person's language. | Announce the initiative to your teams. |
| 4 | Reviewing the results | We present results that are already analyzed, by branch and by unit, without ever exposing a small team, along with the levers that matter most. | Listen and ask your questions. |
| 5 | First actions | Each manager leaves with recommended actions for their unit and coaching to put them in place. | Present the results to the executive committee. |
What matters most in your branches
For each factor, your employees tell you two things: how much it matters to them, and how satisfied they are with it. Amélio cross-references both and shows where to act first.
- Twelve engagement factors, from the manager to the organization
- Results by branch, by unit and overall
- The two or three levers to work on first
Below the minimum threshold of 5 respondents, Amélio shows no results.
For your people to speak frankly, they have to believe in it
In large public organizations, internal surveys sometimes have a bad reputation: your employees answer, then never hear about it again. And on a small team, they're afraid of being recognized. Amélio addresses both concerns: respondents' identities stay confidential and anonymous, and the results lead to visible action.
Read our article on anonymity and trust.
SOC 2 Type 2 certifiedAn independent audit of security, confidentiality and availability.
Privacy-law compliantAmélio complies with Quebec's Law 25, the GDPR, PIPEDA and provincial privacy laws.The same rigor, three realities
Many branches, one clear picture
You have many branches, often spread across several offices and regions. With Amélio, you measure the whole department with a single questionnaire, then read the results at every level of the org chart.
With Amélio
- Results by branch, directorate and division
- Comparisons between branches without exposing small teams
- Reports tailored to each manager
- Action plan follow-up from one survey to the next
Specialized teams, often small
In a public body, every area of expertise is rare and every departure is felt. Amélio helps you spot overload early and keep your specialists.
With Amélio
- Groupings that protect the anonymity of small teams
- Exit surveys to understand the real reasons
- Documented psychosocial risk factors
- Automated coaching for managers
One foot in the public sector, one in the market
Your teams live with both public sector expectations and commercial pressure. Whether they work at the office, in the field or in customer service, everyone needs to be able to respond.
With Amélio
- Data collection by email, text message or QR code
- Results by site, by unit and by job type
- Peer-to-peer recognition
- Integration with your HR system
What public organizations ask us
Can we compare our branches without exposing small teams?
Yes. Amélio shows no results for a group of fewer than 5 respondents, not even to account administrators. Respondents' identities are kept confidential and anonymous. Small teams' answers count in the results of the level above.
Some of our staff work remotely. How do we reach everyone?
You reach them by email, text message or QR code, depending on each team's reality. The survey is available in 29 languages, including English and French.
Our managers are afraid of being evaluated. How do we reassure them?
Present the initiative as a tool for them: each manager receives recommendations and coaching for their team. That's exactly what turned perceptions around at Québec City Airport.
Our employees are unionized. Is that an obstacle?
No. The survey is confidential and aims to improve the workplace. Many organizations inform the union from the start and walk it through the initiative, which builds buy-in.
See the five other questions
We already run an organizational survey. Why change?
The survey is the easy part. The hard part comes after: what does each branch do with its results? Amélio gives each manager their unit's action plan, with concrete ideas and automated coaching. During a reorganization, a pulse survey measures buy-in without waiting for the next cycle.
Where is our data hosted?
In Canada, on secure Azure servers. Amélio encrypts your data in transit and at rest, and is SOC 2 Type 2 certified. See the details on our data security page.
Is Amélio compliant with privacy laws?
Yes. Our processes are designed to comply with Law 25 in Quebec, the GDPR in Europe, PIPEDA in Canada and applicable provincial laws, from data collection to deletion.
Our purchases go through calls for tenders. Is that an obstacle?
No. Depending on the contract value and your procurement rules, the purchase can be made by direct award or through a call for tenders. Either way, our team provides the documentation your file requires: data security, hosting in Canada, SOC 2 Type 2 certification and privacy-law compliance.
Amélio measures engagement. What about our employees' performance?
Amélio also includes a performance management module: development plans to pass on expertise before retirements, team goals connected to your strategic plan, reviews and one-on-one meetings. Because it's connected to engagement results, the manager assesses each person in the context of their team, rather than with an isolated score. See performance management.
Give your executive committee a fact-based answer to the question "how are our teams doing?"
See how Amélio adapts to your org chart, your security requirements and your timeline.
See a demo →Not ready for a meeting yet? , a 5-minute video.