2011 Employee Engagement Survey. April 17, 2012

Transcription

1 2011 Employee Engagement Survey Richard K Boyer Richard K. Boyer April 17, 2012

2 Survey Instrument 60 core belief statements focusing on workplace quality and managerial/organizational competencies 10 additional statements with a focus on System support, Diversity & Compensation 34 Item Benefit Satisfaction component 12 demographic questions 3 open-ended questions Methodology Survey Period November 1-18, 2011 Online Survey & Paper Surveys Survey process overseen by EES Committee Response Rates 75% System 61% Benchmarks 2011 Great Colleges to Work Honor Roll (4YR, Enrollment 10,000+) 2

3 Guideline Score Description 75%+ Exceptional 65% - 74% Good Very Good 55% - 64% Fair 45% - 54% Yellow Flag < 45% Red Flag Response Scale: Strongly Agree; Agree; Sometimes Agree/Sometimes Disagree; Disagree; Strongly Disagree; Not Applicable Positive Response: p Strongly Agree & Agree 3

4 Guideline Score Description <10% Excellent - Very Good 10% - 14% Fair - Great 15% - 19% Yellow Flag 20% - 29% Red Flag 30%+ Acute Response Scale: Strongly Agree; Agree; Sometimes Agree/Sometimes Disagree; Disagree; Strongly Disagree; Not Applicable Negative Response: Strongly Disagree & Disagree 4

5 (Overall % Positive) 77% 74% 72% 75% 70% 67% 80% 72% 62% 63% Matin System Overall Job Satisfaction/Support Teaching Environment Professional Development Compensation, Benefits & Work/Life Balance Facilities 5

6 (Overall % Positive) 82% 65% 59% 66% 56% 75% 70% 67% 65% 57% System Overall Policies, Resources, Efficiency Shared Governance Pride Supervisors/ Senior Leadership Department Chairs 6

7 (Overall % Positive) 65% 66% 55% 57% 50% 59% 52% 61% 54% 60% System Overall Faculty, Administration & Staff Relations Communication Collaboration Fairness Respect & Appreciation 7

8 Survey Statement (Negative %) Honor Roll 25 Overall, my department is a good place to work This campus s culture is special something you don t find just anywhere All things considered, this is a great place to work

9 (Overall % Positive) Faculty: 12 Month (31) 76% Faculty: 9 Month (178) 68% Staff: Hourly Input (121) 68% Staff: Professional (111) 69% Staff: Exec/Admin (62) 76% Staff: Hourly No Input (66) 68% 9

10 (Overall % Positive) Black or African American (45) 69% Not Hispanic or Latino (526) 69% White (508) 70% Decline to Answer (Race) (66) 56% 10

11 (Overall % Positive) More than 25 years (93) 75% years (45) 66% years (58) 68% years (87) 65% 8-10 years (83) 66% 5-7 years (107) 63% 2-4 years (79) 71% Less than 2 years (72) 74% 11

12 Survey Statement (Negative %) Honor Roll 29 The campus takes reasonable steps to provide a safe and secure environment for the campus I understand how my job contributes to this campus s mission This campus actively contributes to the community I am proud to be part of this campus I understand the performance standards that apply to my job and work * 12

13 Survey Statement Roll (Negative %) Honor 2 I am given the responsibility and freedom to do my job My supervisor/department chair supports my efforts to balance my work and personal life I have a good relationship with my supervisor/department chair This campus s policies and practices give me the flexibility to manage my work and personal life All things considered, this is a great place to work

14 Survey Statement (Negative %) Honor Roll 11 I am paid fairly for my work My department has adequate faculty/staff to achieve our goals Issues of low performance are addressed in my department I understand how merit increases are determined * 16 Promotions in my department are based on a person s ability

15 Survey Statement (Negative %) Honor Roll Our recognition and awards programs are meaningful to me. The System provides adequate support to this campus. Changes that affect me are discussed prior to being implemented. I can count on people to cooperate across departments. Faculty, administration and staff are meaningfully involved in campus planning *

16 Job Fit & Connection to Mission Teaching Environment Benefits & Work/Life Balance Supervisory Competencies Professional Development Diversity & Inclusion Senior Leadership 16

17 Survey Statement (Negative %) Honor Roll 1 My job makes good use of my skills and abilities I am given the responsibility and freedom to do my job I understand how my job contributes to this campus s mission I am proud to be a part of this campus

18 Survey Statement (Negative %) Honor Roll 33 There is a good balance of teaching, service and research at this campus Teaching is appropriately recognized in the evaluation and promotion process There is appropriate recognition of innovative and high quality teaching The campus takes reasonable steps to provide a safe and secure environment for the campus

19 Survey Statement (Negative %) Honor Roll 34 This campus s benefits meet my needs My supervisor/department chair supports my efforts to balance my work and personal life This campus s policies and practices give me the flexibility to manage my work and personal life

20 Survey Statement Roll (Negative %) Honor 3 My supervisor/department chair makes his/her expectations clear I receive feedback from my supervisor/department chair that helps me I believe what I am told by my supervisor/department chair My supervisor/department chair regularly models this campus s values

21 Survey Statement (Negative %) Honor Roll 6 I am given the opportunity to develop my skills at this campus I understand the necessary requirements to advance my career I have colleagues or peers who give me career advice or guidance when I need it * 21

22 Survey Statement (Negative %) Honor Roll At this campus, people are supportive of their colleagues regardless of their heritage or background. This campus places sufficient emphasis on having diverse faculty, administration and staff. This campus has clear and effective procedures for dealing with discrimination. This campus has taken steps to enhance the climate for racial/ethnic minority administrators/administrative staff. I would rate my campus as a very good place for individuals from an underrepresented (non-majority) identity group * 76 5 * 22

23 Survey Statement Roll (Negative %) Honor 32 Our senior leadership has the knowledge, skills and experience necessary for our success Senior leadership provides a clear direction for this campus s future Senior leadership regularly models this campus s values I believe what I am told by senior leadership

24 41. Senior leadership communicates openly about important matters. 77% 54% 56% 61% 59% 61% Staff:Hourly NoInput Staff:Exec/Admin Staff:Professional Staff:Hourly Input Faculty-9 month Faculty-12 month 24

25 Resources & Support Communication Collaboration Shared Governance Performance Management Compensation, Recognition & Appreciation 25

26 Survey Statement t t (Negative %) Honor Roll 4 I am provided the resources I need to be effective in my job The facilities (e.g., classrooms, offices, laboratories) adequately meet my needs My department has adequate faculty/staff to achieve our goals

27 Survey Statement (Negative %) Honor Roll 21 In my department, we communicate openly about issues that impact each other s work Changes that affect me are discussed prior to being implemented When I offer a new idea, I believe it will be fully considered At this campus, we discuss and debate issues respectfully to get better results

28 20. My supervisor/department chair actively solicits my suggestions and ideas. 80% 87% 57% 66% 60% 71% Staff:Hourly NoInput Staff:Exec/Admin Staff:Professional Staff:Hourly Input Faculty-9 month Faculty-12 month 28

29 Survey Statement (Negative %) Honor Roll 23 People in my department work well together We have opportunities to contribute to important decisions in my department I can count on people to cooperate across departments There s a sense that we re all on the same team at this campus

30 Survey Statement Roll (Negative %) Honor The role of faculty in shared governance is clearly stated and publicized. Faculty are appropriately involved in decisions related to the education program (e.g., curriculum development, evaluation). Faculty, administration and staff work together to ensure the success of campus programs and initiatives. Faculty, administration and staff are meaningfully involved in campus planning There is regular and open communication among faculty, administration and staff

31 63. I understand the performance standards that apply to my job and work. 87% 93% 93% 86% 83% 82% Staff:Hourly NoInput Staff:Exec/Admin Staff:Professional Staff:Hourly Input Faculty-9 month Faculty-12 month 31

32 Survey Statement t t (Negative %) Honor Roll 17 Our review process accurately measures my job performance Promotions in my department are based on a person s ability Issues of low performance are addressed in my department

33 37. Senior leadership shows a genuine interest in the well-being of faculty, administration and staff. 93% 74% 68% 68% 70% 70% Staff:Hourly NoInput Staff:Exec/Admin Staff:Professional Staff:Hourly Input Faculty-9 month Faculty-12 month 33

34 52. We celebrate significant milestones and important accomplishments at this campus. 81% 75% 80% 85% 78% 80% Staff:Hourly NoInput Staff:Exec/Admin Staff:Professional Staff:Hourly Input Faculty-9 month Faculty-12 month 34

35 64. I understand pay policies that apply to me. 88% 75% 77% 75% 75% 74% Staff:Hourly NoInput Staff:Exec/Admin Staff:Professional Staff:Hourly Input Faculty-9 month Faculty-12 month 35

36 Compensation, Recognition & Appreciation Survey Statement t t (Negative %) Honor Roll 11 I am paid fairly for my work I understand how merit increases are determined * 35 Our recognition and awards programs are meaningful to me I am regularly recognized for my contributions

37 Survey Statement t t (Negative %) Honor Roll 68 I understand the System s role in supporting individual campuses and institutes * 69 The System communicates system-wide news and policies effectively * 70 The System provides adequate support to this campus * 37

38 1. Capitalize on existing Employer of Choice and Strategic Planning efforts to more specifically define and articulate the unique value proposition (employment brand) of the campus as well as the System as a whole 2. Create/continue ti developmental l opportunities to ensure those in supervisory roles have the necessary training to perform effectively 3. Review existing communication structures, processes and norms to better determine what is currently working well and how best to strengthen the quality of communication and dialogue 4. Consider introducing formal mechanisms/processes to enhance Senior Leadership visibility, interaction and relationship with the goal of fostering a greater sense of confidence in the credibility and alignment of leadership across and the system 38

39 Richard K. Boyer