Content Analysis Results 2015 NSC Organizational Climate Survey Town Hall Suggestions and Comments

Transcription

1 Content Analysis Results 2015 NSC Organizational Climate Survey Town Hall Suggestions and Comments Background On November 20 th 2015 over 60 NSC employees (faculty, staff, and student employees) joined President Bart Patterson to discuss the results of the 2015 NSC Organizational Climate Survey. As part of this presentation and discussion, participants were asked to submit suggestions and to comment on what NSC should focus on, what ideas should be considered, the biggest areas of concern, and suggestions for the next iteration of the survey. Participants gathered in groups ranging from 5 to 15 people. Each group assigned a recorder to capture the group's comments and suggestions. A total of 136 comments and suggestions were compiled, Dr. Wendi Benson worked with 2 student employees (Danette Barber and Laura Hutton) to complete a content analysis of themes. The table below illustrates the themes present in the comments along with the number and percentage of comments mentioning the theme. The following pages present the verbatim comments counted for each theme. Note several comments included multiple themes and are counted/presented multiple times. Please contact Wendi Benson at wendi.benson@nsc.edu if you would like to know more information about the content analysis process used. Theme (Click the Theme to See Comments) # Comments % Comments Institutional quality concerns Workload and time management concerns Suggestions for the climate survey Communication Resources and support for faculty and staff Training and development Procedural fairness Feedback on climate survey town hall Rewards and recognition Team building Branding

2 Comments by Theme Institutional quality concerns We need to distinguish NSC from CSN and all for profit schools and those operating under similar models. If students want the type of education offered at those institutions, let them purse it there. We need to stay focused on building a legitimate State College! Better before bigger -If we act desperate for enrollment because we need funds, then we have more students to deal with, which creates a need to drive more enrollment. We can never win that way. We are driven to create situations we can t manage. We need a better approach and a better strategy. The concept of Staying Small as we grow bigger is compelling. Now is the time to institutionalize habits that preserve the strong sense of commitment and strong sense of community. Build out best practices that will foster this. I agree that maintaining a relatively more narrow focus is more likely to foster a higher level of quality- long term, quality is key to long term success. Focus on refining and improving our core functions. Delivery followed by quality Student support to increase- Retention and graduation. Make student services, student support, and student involvement more of a NSC. Focus on students more Student success Providing more services for students Increase amount of tutors in the academic success center Supporting students once they enter NSC and once they graduate Understand the students needs Implementing individualized feedback to students - adapt Literati Program from Australia Back to basics We should have a "get it right committee" Diversify faculty reflective of student Growth and growing pains that come with growth Maintains quality with growth Did we set the bar too high? How do we communicate it to the outside? 2

3 Workload and time management concerns Workload, unfair distribution, reward for above and beyond work, divvy up service, verbal recognition goes a long way, money secondary, burnout, overload, task significance is huge - bigger picture, Responsibilities are piled on with not enough administrative support; more initiatives; inconsistency in leadership, priorities change and primary goals/responsibilities are not met; possibly negatively impacting performance reviews Being overworked and not having enough resources. There are too many initiatives and not enough support to meet obligations. Culture of ing after hours and having staff attend events after hours or on the weekends without comp time Talk about comp time within units especially when demand times are high (i.e recruitment, student processing, orientation, community events) Staff being stretched too thin, stressed and burning out Increased responsibilities without increase of pay Too much pressure on high performers Make sure have more time at home, by better defining deadlines Less meetings Awarding comp time or adjusting hours to better accommodate schedules Clearer expectations (ex., just because an is sent after hours, a response is not expected right away) Setting boundaries More regular checkins for departments (regularly scheduled staff meetings) Burnout and staffing turnover Workload reality overload Expectation to be available/connected 24/7 Need more closures Prevent burnout 3

4 Suggestions for the climate survey This will helpful & well executed. The only concern is how quickly we will see results and how priorities will be determined by the Administration of by survey of the stakeholders. Good first step in addressing the challenges facing our organization. Be clearer in the survey on required demographic info. There has been a lot of discussion- people are confused about what had to be answered so people did not submit or did but didn t feel comfortable. Several people answered all survey questions & then got to the code that you needed to create at the end realized it could identify them and did not submit the survey. Clear expectations to optional demographic information in order to be honest on the survey Less time between survey and review of results Student worker feedback Do you anticipate fig. change in the survey if doing again next year? The survey is too longà fatigue effect. Next survey= across units-communications and activities. Open ended questions for further clarifications Rephrase questions for personal perspectives Clearer definitions of questions (are you asking how I feel on a department level or NSC as a whole?) Sometimes the question examples didn't match the question (i.e. Do you feel their is a positive atmosphere at Nsc? & Do you think we communicate effectively between departments?) The survey was too long 4

5 Communication Strength both internal and external communications, which will assist faculty and staff in recognizing the diversity that does exist but, may not be recognized in the responses to the survey. Clearer expectations (ex., just because an is sent after hours, a response is not expected right away) Communication within the college and with those outside the College as well Effectiveness of communication (channels) is not being measured Let knowledge serve humanity Transparency & communication Communication between all levels of employment so that decisions are made well Get people to use the outlook calendar. Improved communication Employers speaking with faculty Interdepartmental communication and collaboration Lack of communication Focused communication Resources and support for faculty and staff Organizational learning--information is not being duplicated and stored and accessible Lack of written rules and guidelines Responsibilities are piled on with not enough administrative support; more initiatives; inconsistency in leadership, priorities change and primary goals/responsibilities are not met; possibly negatively impacting performance reviews Being overworked and not having enough resources. There are too many initiatives and not enough support to meet obligations. The more initiatives that are developed, the more support is needed Embracing the NSC community calendar to ease scheduling (minimize conflicts to increase student, staff, and faculty contribution and attendance) Flexibility with scheduling Information systems Lack of staff support Lack of administrative support Equitable programming/volunteer opportunities for all levels of employees (classified, professional, faculty) 5

6 Training and development Awareness campaign, recognition monthly newsletter? Supervisor training, UNLV provost fellows, academic/administrative future leaders training perhaps model after. Offer trainings on how to have efficient and effective meetings (i.e., agendas, tasks, action items) Training for supervisors Developing supervisory training Include 360 evaluation in the annual evaluation process Feedback mechanism Cross training Frequent training Centralized data base training Professional development Lack of training Procedural fairness Responsibilities are piled on with not enough administrative support; more initiatives; inconsistency in leadership, priorities change and primary goals/responsibilities are not met; possibly negatively impacting performance reviews Equitable programming/volunteer opportunities for all levels of employees (classified, professional, faculty) Transparency & communication Communication between all levels of employment so that decisions are made well CEC point of view did not specifically ask about issues as an employee, i.e. the staff are treated differently, have different benefits (not always for the better), differences among professional staff vs classified employees especially with regard to continuing education/degrees. Respect and understand when someone says no Focusing on restructuring the pay scale for employees. Using other institutions pay scale to compare with NSC. Be equal across the board! Distributive justice Inequalities among departments within campus community (the worth of departments is overlooked, lack of acknowledgment) It would be great to include lower level employees in large decision because these decisions often affect these employees the most and they may have a better understanding of things. ß Like the department admins? 6

7 Feedback on climate survey town hall This will helpful & well executed. The only concern is how quickly we will see results and how priorities will be determined by the Administration of by survey of the stakeholders. Good first step in addressing the challenges facing our organization. Discussion of the pay schedule - it was addressed in survey but not in discussion. This has a big impact on people because if they are not making enough money at their position, they are required to work a second job which takes away from the life away from work balance. Appreciate for opportunity to meet and discuss climate survey. Thank you! I was hoping to hear ideas to specifically address some of the areas of concern from the leadership team. Perhaps this could be done at a later date. Great event and information. Being new here I don t have much background on this survey and how/ when it was distributed. Coming from UNLV I have found NSC to be VERY welcoming and has a wonderful sense of community.. It would have been nice to be able to see the questions of the survey again as we discuss the results Good event, great participation. I liked the group work & report out very good ideas generated! Amey did a nice job at our table being supportive of all things said. MellIN suggested ice breakers Pam- ditch always has ice breakers Rewards and recognition CEC point of view did not specifically ask about issues as an employee, i.e. the staff are treated differently, have different benefits (not always for the better), differences among professional staff vs classified employees especially with regard to continuing education/degrees. Inequalities among departments within campus community (the worth of departments is overlooked, lack of acknowledgment) Awareness campaign, recognition monthly newsletter? Supervisor training, UNLV provost fellows, academic/administrative future leaders training perhaps model after. People are unique. Values color their histories. How can we bring out those life experiences? Robin suggests find ways to celebrate our histories Workload, unfair distribution, reward for above and beyond work, divvy up service, verbal recognition goes a long way, money secondary, burnout, overload, task significance is huge - bigger picture, Suggestion: more frequent faculty/ staff appreciation. Give out free prizes! gift certificates for house cleaning, massage/ nail salons, any cleaning, child care, night out. à Stuff to help w/ work-life balance. Reward attendance 7

8 Team building Know each other better Promote camaraderie, team sprit through event gatherings and by doing this, it will increase moral. Remove yourself from office environment and have lunch as a group to talk/de stress Potential unit retreats Treat others how they want to be treated Branding Branding--consistent slogans, images, etc. Branding Website 8