Best Places to Work for YOU Survey Results

Transcription

1 Best Places to Work for YOU 2018 Survey Results

2 2 Establish a Foundation Today s Objectives Explore Engagement Pinpoint Opportunities Commit to Action

3 2017 Focus Areas Review Emphasize Leader accountability with Engagement Commit to a regularly listening to feedback Focus on Clarity, Connection & Care 3

4 4 Survey Overview Response Rate 1,427 of 1,830 Responded 78.0 % vs % vs Engagement Outcomes Cultural Diagnostic Items Employee Comments Captured Engagement Index % Favorable Favorability Overall % Favorable Overall Score out of % 65.8% 69.3% 68.4% 64.7% 58.5% 58.6% 53.8% Questions All Questions All Questions

5 Engagement BPTW INTERNAL 5 Profile Distribution vs Benchmarks % 47% 14% 4% % 48% 20% 5% % 47% 19% 6% % 49% 23% 6% Utilities National Same Size Regional Same Size Utilities Same Sized Top Quartile 33% 40% 63% 61% 63% 54% 45% 42% 26% 27% 27% 36% 7% 8% 7% 17% 13% 8% Highly Engaged Moderately Engaged Barely Engaged Disengaged

6 6 Engagement at OPPD Engagement Defined Outcomes Key Drivers

7 7 Engagement Defined Clarity Care Connection Employee engagement is the strength of mental and emotional connection employees feel toward the work they do, their teams, and the overall organization.

8 8 Engagement Outcomes Item % Favorable Δ vs 2017 It would take a lot to get me to leave OPPD. 66.6% +8.0% I am always thinking about ways to do my job better. 92.3% +3.3% I recommend OPPD as a great place to work. 57.2% +7.4% My immediate coworkers consistently go the extra mile to achieve great results. 70.8% +5.0%

9 9 Drivers of Engagement Career Growth Feeling Valued Survey Follow-up Future Outlook Item % Favorable Δ vs 2017 At OPPD, I have the opportunity to do what I do best every day % +5.8% I see professional advancement and career development opportunities for myself at OPPD % +10.4% OPPD's Core Values make me feel inspired to do my job % +7.1% If I contribute to OPPD's success, I know I will be recognized % +9.3% The CEO/VP Team values people as their most important resource % +6.6% I believe the results of this survey will be used to make OPPD a better place to work % +6.1% I noticed positive change as a result of the last survey % +11.5% I understand OPPD's plans for future success % +3.7% I trust OPPD s CEO/VP Team to set the right strategy to take us to the next level of success % +7.9% I know how I fit into the OPPD's future plans % +7.2%

10 10 Organization Results Category Results Strengths & Opportunities

11 11 Category vs % Favorable vs 2017 Safety Manager Effectiveness Teamwork Respect Pay and Benefits Communication and Accountability Engagement Commitment Survey Effectiveness Decision Making Integrity Excellence +7.2% +16.1% +4.6% +2.3% +1.7% +5.8% +7.2% +6.9% +18.5% +6.6% +5.4% +5.9% 70% Threshold +3.8%

12 12 Most Favorable Item Category % Favorable I am accountable for my own personal safety as well as those in my work group. Safety 97 % I am always thinking about ways to do my job better. Engagement 92 % I feel loyal to my immediate work group. Teamwork 88 % OPPD strives to maintain a safe work environment. Safety 88 % My immediate supervisor shared the results of the last survey with our team. Survey Effectiveness 84 % OPPD s equipment, tools, and policies all demonstrate that safety is a top priority. Safety 82 % My immediate supervisor cares about me as a person. Manager Effectiveness 81 % The benefits offered here meet my and my family's needs. Pay and Benefits 79 % My immediate supervisor helps me to be successful in my job. Manager Effectiveness 77 % My immediate supervisor fosters an inclusive work environment. Respect 76 %

13 13 Least Favorable 7 of the Top 10 Drivers of Engagement are in the Bottom 10 Least Favorable Items. Item Category % Favorable I noticed positive change as a result of the last survey. Survey Effectiveness 40 % I know how I fit into the OPPD's future plans. Commitment 42 % I see professional advancement and career development opportunities for myself at OPPD. Engagement 43 % I believe the results of this survey will be used to make OPPD a better place to work. Integrity 43 % The CEO/VP Team values people as their most important resource. Excellence 44 % If I contribute to OPPD's success, I know I will be recognized. Engagement 44 % I believe the CEO/VP Team is open, honest and they do what they say. Integrity 44 % The CEO/VP Team chooses the right course of action in making decisions. Decision Making 46 % In my work group, steps are taken to deal with a poor performer who cannot or will not improve. Accountability 47 % I trust OPPD s CEO/VP Team to set the right strategy to take us to the next level of success. Integrity 49 % Engagement Drivers

14 14 Top Trending Items Item There is open and honest communication between my co-workers and immediate supervisor. There is effective communication between departments I work with on a regular basis. Category % Favorable Δ vs % +32.2% 53.0% +24.4% I noticed positive change as a result of the last survey. 39.6% +11.5% Our work group developed action plans to address issues raised by the last survey's results. I see professional advancement and career development opportunities for myself at OPPD. 57.9% +10.4% 42.8% +10.4% Perspectives like mine are included in the decision making at OPPD. 49.4% -6.6% My job gives me flexibility to meet the needs of both my work and personal life. 68.8% -0.3% Engagement Drivers

15 15 Group Comparisons Key Demographic Results

16 16 Locations >100 Employees % Favorable vs % 60% 69.6% 68.2% 64.5% 62.6% 64.3% 55.7% 60.9% 56.9% 49.6% 48.3% 40% 20% 0% +5.1% +5.6% +8.6% +11.3% +8.6% Energy Plaza (n=530) Energy Control Center (n=110) Elkhorn Service Center (n=191) Fort Calhoun Station (n=227) Nebraska City Station (n=109)

17 Locations >100 Employees by Drivers 17 Question Energy Plaza Energy Control Center Elkhorn Service Center Fort Calhoun Station Nebraska City Station At OPPD, I have the opportunity to do what I do best every day. 68.0% 67.3% 61.3% 53.3% 51.4% I see professional advancement and career development opportunities for myself at OPPD. 51.2% 44.0% 42.9% 33.5% 33.0% OPPD's Core Values make me feel inspired to do my job. 64.8% 51.8% 48.4% 48.2% 44.5% If I contribute to OPPD's success, I know I will be recognized. 53.7% 40.9% 41.9% 39.6% 29.4% The CEO/VP Team values people as their most important resource. 52.5% 43.6% 40.5% 33.5% 39.4% I believe the results of this survey will be used to make OPPD a better place to work. 52.5% 42.7% 37.2% 39.6% 36.7% I noticed positive change as a result of the last survey. 46.7% 37.6% 34.7% 40.3% 34.9% I understand OPPD's plans for future success. 62.7% 52.7% 44.2% 35.7% 39.4% I trust OPPD s CEO/VP Team to set the right strategy to take us to the next level of success. 61.2% 50.5% 44.0% 32.2% 45.0% I know how I fit into the OPPD's future plans. 49.3% 41.8% 48.2% 25.9% 29.6%

18 18 Locations <100 Employees 100% 80% 60% % Favorable vs % 70.0% 68.2% 66.1% 65.9% 63.8% 57.0% 57.3% 54.2% 55.7% 54.7% 55.0% 50.9% 47.9% 51.6% 45.1% 43.2% 40.8% 40% 20% 0%

19 19 Tenure % Favorable vs % 80.0% 60.0% 77.5% 73.3% 69.6% 64.5% 64.1% 65.8% 60.3% 62.3% 55.6% 58.6% 59.1% 53.9% 40.0% 20.0% 0.0% Less than 1 year (n=53) 1-2 years (n=70) 3-5 years (n=192) 6-9 years (n=221) years (n=256) 15 years or more (n=635)

20 20 Drivers by Tenure Question Less than 1 year 1-2 years 3-5 years 6-9 years years 15 years+ At OPPD, I have the opportunity to do what I do best every day. 77.4% 60.9% 60.4% 58.4% 57.1% 66.2% I see professional advancement and career development opportunities for myself at OPPD. 67.9% 53.6% 46.9% 40.3% 39.9% 40.3% OPPD's Core Values make me feel inspired to do my job. 81.1% 60.0% 57.3% 45.5% 50.4% 55.1% If I contribute to OPPD's success, I know I will be recognized. 60.4% 56.5% 43.8% 38.9% 37.8% 45.9% The CEO/VP Team values people as their most important resource. 71.7% 60.9% 43.8% 36.7% 39.0% 44.4% I believe the results of this survey will be used to make OPPD a better place to work. 67.9% 50.7% 45.8% 36.2% 40.9% 42.2% I noticed positive change as a result of the last survey. 47.1% 44.9% 41.4% 34.4% 36.3% 41.1% I understand OPPD's plans for future success. 67.9% 50.7% 54.7% 39.8% 45.5% 52.4% I trust OPPD s CEO/VP Team to set the right strategy to take us to the next level 81.1% 63.8% 53.1% 38.0% 46.6% 48.2% of success. I know how I fit into the OPPD's future plans. 56.6% 42.9% 34.4% 33.6% 35.3% 49.4%

21 21 Pay Group % Favorable vs % 73.1% 71.9% % 60.9% 55.0% 57.6% 49.4% 47.1% 46.7% PT (n=40) EXM (n=609) 1483 (n=314) 763 (n=430) 31 (n=27)

22 22 Age % Favorable vs % 80% 77.1% 74.8% 60% 65.2% 64.7% 64.8% 62.9% 59.0% 59.4% 61.3% 56.4% 57.8% 57.0% 40% 20% 0% 25 and under (n=27) (n=225) (n=412) (n=488) (n=255) 66 and over (n=13)

23 23 Gender & Ethnicity Gender 80.00% 67.0% 61.8% 60.00% 64.0% 57.3% Ethnicity % Favorable vs % 59.3% 61.3% 64.9% 63.0% 58.8% 57.0% % 36.1% % 40.00% % 0.00% Female (n=332) Male (n=1088)

24 24 Bringing It All Together Key Insights Next Steps Strategic Recommendations

25 25 Next Steps 1 2 Quicker Win: Continue to Build on Recognition Recommendations Recognition often times is reserved for elaborate awards programs. Instead, improve recognition authentically by: Encouraging Peers to Recognize Peers Enabling Managers to Personalize Recognition Efforts If interested in awards, think through a simpler option of Recognition Toolkit KEY DRIVER ITEM: If I contribute to OPPD s success, I know I will be recognized. 44.1% Favorable

26 26 Next Steps 1 2 Focus on Accountability Recommendations Employees perceive that OPPD isn t as accountable as it could be, specially in regards to: - Dealing with Poor Performers - Senior Management Valuing People KEY ITEMS: In my work group, steps are taken to deal with a poor performer who cannot or will not improve. 47% Favorable The CEO/VP Team values people as their most important resource. 44% Favorable