Staff Survey september - october 2016 results. Voice Project

Transcription

1 Staff Survey september - october 2016 results Voice Project

2 report overview This report on the 2016 Edith Cowan University Staff Survey: Assesses multiple indicators of Edith Cowan University's performance across a broad range of HR and general management practices and outcomes Estimates the relative importance of these practices for maximising (1) Passion and (2) Progress Compares scores from the Edith Cowan University 2016 Staff Survey against results from Benchmarks ECU's performance against: 39 other Australian and New Zealand universities in our database Academic & General staff results from 10 selected universities Voice Project s normative database compiled from over 2700 organisations from a wide range of professions and industries broadly representing the Australian economy The following definitions were applied throughout the survey: Senior management = Vice Chancellor and direct reports Manager = The person you report directly to who completes your performance reviews Work unit = the immediate work area/team you work in on a day to day basis. Voice Project Survey Report (c) Voice Project Pty Ltd Detailed Scale and Item Level Results Page 1

3 Whole of Edith Cowan University High 80% +10% +10% +10% 75% +10% High Med 50<80% -10<+10% SD D M A SA -10<+10% -10<+10% 25<75% -10<+10% Med responses: Low <50% -10% -10% -10% <25% -10% Low 1409 ECU ECU Unis Unis All Response Rate: 80% Distribution Unis Academic General Industry Impact On Impact On Margin of Error: 1.1% % N/A % Fav % Diff % Diff** % Diff** % Diff** % Diff PASSION PROGRESS Scale Scores PASSION / ENGAGEMENT 2% 80% +3% +4% +11% +7% +15% - Organisational Commitment 1% 83% +1% +3% +14% +4% +11% - Job Satisfaction 1% 80% +4% +1% +6% +6% +10% - Intention To Stay 5% 77% +4% +9% +13% +10% +26% PROGRESS 5% 71% - ECU's reputation 6% 76% - Change and Innovation 7% 56% +10% - Student & Client Satisfaction 4% 82% 0% +12% +20% +10% 0% PURPOSE Organisation Direction 4% 83% Results Focus 1% 88% +1% +12% +14% +11% +7% Mission and Values 1% 83% +5% +15% +19% +12% +22% Ethics 2% 84% -1% +11% +18% +8% +14% Role Clarity 1% 92% +2% +3% +9% +3% +8% Diversity & WGEA 3% 77% -2% +1% +5% -3% -5% Value of Respect 1% 88% -1% PROPERTY Resources 1% 77% 0% +9% +16% +6% +7% Processes 2% 56% +2% +18% +19% +9% -1% Health and Safety 3% 88% 0% Facilities 1% 87% -2% +21% +24% +18% +17% Technology 2% 62% -1% +10% +12% +7% +2% PARTICIPATION Leadership 3% 62% +3% +9% +12% 0% -5% Recruitment and Selection 4% 51% +2% +4% +4% -5% -6% Collaboration 4% 48% +10% +19% +6% -7% Learning and Development 4% 68% +9% +14% +2% +3% Involvement 2% 53% +2% +11% +15% +2% +3% Rewards and Recognition 2% 62% +6% +9% +10% +3% +8% Performance Appraisal 8% 49% Supervision 1% 77% +4% 0% +10% +3% +3% Career Opportunities 2% 66% +5% +18% +24% +19% +16% Co-Workers 2% 82% 0% +1% +8% +2% +9% PEACE Wellness 1% 77% +7% +13% +24% +12% +6% Flexibility 4% 85% Work/Life Balance 1% 70% 0% +8% +27% 0% -1% UNIVERSITY Workload 2% 61% +8% +20% +29% +11% +2% Research 71% 70% +16% +17% +18% +5% +15% Teaching 70% 59% -12% -8% -6% -8% -9% Community Engagement 13% 76% -6% +14% +21% +10% +15% OTHER On-site Facilities 72% 48% -5% Support Services 18% 82% Accountability 4% 77% Empowerment 1% 76% * For scale scores, the % Diff is the average of the % Diffs across all benchmarkable items in that scale (tailored items may not be benchmarkable). ** NOTE: Unis benchmark includes 39 Australian & NZ Universities; Unis Academic & General benchmarks include 10 selected universities Voice Project Survey Report (c) Voice Project Pty Ltd Detailed Scale and Item Level Results Page 2

4 Whole of Edith Cowan University High 80% +10% +10% +10% 75% +10% High Med 50<80% -10<+10% SD D M A SA -10<+10% -10<+10% 25<75% -10<+10% Med responses: Low <50% -10% -10% -10% <25% -10% Low 1409 ECU ECU Unis Unis All Response Rate: 80% Distribution Unis Academic General Industry Impact On Impact On Margin of Error: 1.1% % N/A % Fav % Diff % Diff** % Diff** % Diff** % Diff PASSION PROGRESS Organisation Direction Item Scores 1 I support the vision senior management has for the future of ECU 4% 83% Results Focus 2 ECU has a strong focus on achieving positive results 1% 86% +3% +12% +15% +11% +6% 3 High standards of performance are expected 1% 90% 0% +11% +13% +12% +8% Mission and Values 4 I believe in the values of ECU 1% 96% +5% +15% +19% +12% +22% 5 Staff work behaviours are consistent with the values of ECU 1% 70% Ethics 6 ECU is ethical 1% 82% 0% +7% +16% +4% +6% 7 ECU is environmentally responsible 3% 87% -2% +14% +19% +13% +22% Role Clarity 8 I understand how my job contributes to the overall success of ECU 1% 92% +2% +3% +9% +3% +8% Diversity & WGEA 9 There is equal opportunity for all staff in ECU 2% 60% +2% 0% +5% -7% -10% 10 Sexual and other harassment is prevented and not tolerated 4% 84% -4% -4% 0% -5% -2% 11 Discrimination is prevented and not tolerated 3% 81% -4% +1% +6% -2% -2% 12 Bullying and abusive behaviours are prevented and not tolerated 4% 73% 0% +7% +9% +2% -6% 13 My immediate supervisor/manager genuinely supports equality between women and men 5% 89% 14 ECU s environment is an inclusive one 2% 76% -2% Voice Project Survey Report (c) Voice Project Pty Ltd Detailed Scale and Item Level Results Page 3

5 Whole of Edith Cowan University High 80% +10% +10% +10% 75% +10% High Med 50<80% -10<+10% SD D M A SA -10<+10% -10<+10% 25<75% -10<+10% Med responses: Low <50% -10% -10% -10% <25% -10% Low 1409 ECU ECU Unis Unis All Response Rate: 80% Distribution Unis Academic General Industry Impact On Impact On Margin of Error: 1.1% % N/A % Fav % Diff % Diff** % Diff** % Diff** % Diff PASSION PROGRESS Resources 15 I have easy access to all the information I need to do my job well 1% 77% 0% +9% +16% +6% +7% Processes 16 ECU policies and procedures are efficient and well-designed 2% 56% +2% +18% +19% +9% -1% Health and Safety 17 ECU offers a safe and healthy workplace for staff, students and visitors 1% 87% +1% 18 There is a prompt and visible response to serious or potentially serious health and safety issues 7% 88% +1% 19 Staff are aware of their work health and safety responsibilities 1% 90% -2% +13% +17% +12% +20% Facilities 20 The buildings grounds and facilities I use are in good condition 1% 87% -2% +21% +24% +18% +17% Leadership 21 Decisions made by senior management reflect the values of ECU 3% 66% 22 Senior management are good role models for staff 2% 58% +3% +9% +12% 0% -5% Recruitment and Selection 23 ECU is good at selecting the right people for the right jobs 3% 49% +3% +4% +4% -5% -6% 24 Staff selection is based on merit 5% 52% +1% Voice Project Survey Report (c) Voice Project Pty Ltd Detailed Scale and Item Level Results Page 4

6 Whole of Edith Cowan University High 80% +10% +10% +10% 75% +10% High Med 50<80% -10<+10% SD D M A SA -10<+10% -10<+10% 25<75% -10<+10% Med responses: Low <50% -10% -10% -10% <25% -10% Low 1409 ECU ECU Unis Unis All Response Rate: 80% Distribution Unis Academic General Industry Impact On Impact On Margin of Error: 1.1% % N/A % Fav % Diff % Diff** % Diff** % Diff** % Diff PASSION PROGRESS Learning and Development 25 The training and development I ve received has improved my performance 4% 68% +9% +14% +2% +3% Involvement 26 I am consulted before decisions that affect me are made 2% 53% +2% +11% +15% +2% +3% Rewards and Recognition 27 The rewards and recognition I receive from this job are fair 2% 62% +6% +9% +10% +3% +8% Performance Appraisal 28 ECU deals with poor performance in a timely and effective manner 14% 33% 29 My manager provides coaching or guidance in relation to my performance 2% 65% Supervision 30 I have confidence in the ability of my manager 1% 76% +5% 0% +10% +3% +2% 31 My manager's style is consistent with the university's values 2% 77% 32 My manager treats me and my work colleagues fairly 1% 78% +4% +1% +11% +3% +4% Career Opportunities 33 I am given opportunities to develop skills needed for career progression 2% 66% +5% +18% +24% +19% +16% Co-Workers 34 My colleagues take the initiative in solving problems 2% 77% +1% +6% -1% +12% 35 My colleagues give me help and support 1% 86% 0% +1% +10% +4% +6% Voice Project Survey Report (c) Voice Project Pty Ltd Detailed Scale and Item Level Results Page 5

7 Whole of Edith Cowan University High 80% +10% +10% +10% 75% +10% High Med 50<80% -10<+10% SD D M A SA -10<+10% -10<+10% 25<75% -10<+10% Med responses: Low <50% -10% -10% -10% <25% -10% Low 1409 ECU ECU Unis Unis All Response Rate: 80% Distribution Unis Academic General Industry Impact On Impact On Margin of Error: 1.1% % N/A % Fav % Diff % Diff** % Diff** % Diff** % Diff PASSION PROGRESS Wellness 36 I feel emotionally well at work 1% 75% +7% +13% +24% +12% +6% 37 My work unit provides a psychologically safe and supportive work environment 1% 78% +8% Flexibility 38 I have the flexibility I need to manage my work and caring responsibilities. 4% 85% Work/Life Balance 39 I maintain a good balance between work and other aspects of my life 1% 70% 0% +8% +27% 0% -1% Workload 40 Sufficient time is available to work on high priority projects and activities 2% 61% +8% +20% +29% +11% +2% Research 41 I am given enough support to achieve my research goals 71% 59% +16% +17% +18% +5% +15% 42 My work unit supports engaged research 71% 80% +16% Teaching 43 I am given enough support to achieve my teaching goals 70% 47% -17% -8% -6% -8% -9% 44 My work unit supports engaged teaching 70% 71% -7% Community Engagement 45 Community engagement is regarded favourably within my work unit 13% 76% -6% +14% +21% +10% +15% Voice Project Survey Report (c) Voice Project Pty Ltd Detailed Scale and Item Level Results Page 6

8 Whole of Edith Cowan University High 80% +10% +10% +10% 75% +10% High Med 50<80% -10<+10% SD D M A SA -10<+10% -10<+10% 25<75% -10<+10% Med responses: Low <50% -10% -10% -10% <25% -10% Low 1409 ECU ECU Unis Unis All Response Rate: 80% Distribution Unis Academic General Industry Impact On Impact On Margin of Error: 1.1% % N/A % Fav % Diff % Diff** % Diff** % Diff** % Diff PASSION PROGRESS Change and Innovation 46 ECU is agile in responding to new opportunities 8% 55% 47 ECU is good at learning from its mistakes and successes 10% 46% +7% +11% +17% +6% -11% 48 Change is handled well at ECU 3% 45% +14% +12% +12% +4% -8% 49 My manager manages change well 3% 73% +10% 50 I am informed of the reasons for significant decisions and provided an opportunity for feedback 51 ECU is good at taking calculated risks that foster innovation 2% 61% 15% 54% Student & Client Satisfaction 52 ECU understands the needs of its students 5% 75% +1% +12% +20% +10% 0% 53 My work unit meets the needs of its clients/students 2% 89% 0% Organisational Commitment 54 I am proud to tell people that I work at ECU 1% 83% +1% +3% +14% +4% +11% Job Satisfaction 55 Overall, I am satisfied with my job 1% 79% +5% +4% +10% +6% +8% 56 My work gives me a feeling of personal accomplishment 1% 81% +2% -1% +2% +6% +11% Intention To Stay 57 I would like to be still working with ECU in five years time 5% 77% +4% +9% +13% +10% +26% Voice Project Survey Report (c) Voice Project Pty Ltd Detailed Scale and Item Level Results Page 7

9 Whole of Edith Cowan University High 80% +10% +10% +10% 75% +10% High Med 50<80% -10<+10% SD D M A SA -10<+10% -10<+10% 25<75% -10<+10% Med responses: Low <50% -10% -10% -10% <25% -10% Low 1409 ECU ECU Unis Unis All Response Rate: 80% Distribution Unis Academic General Industry Impact On Impact On Margin of Error: 1.1% % N/A % Fav % Diff % Diff** % Diff** % Diff** % Diff PASSION PROGRESS Value of Respect 58 I am treated with respect by other employees 1% 88% -1% Technology 59 ECU makes good use of technology 2% 62% -1% +10% +12% +7% +2% ECU's reputation 60 It is clear to me that ECU is building a reputation internationally for teaching and research 6% 76% Collaboration 61 There is cooperation between different sections of this university 4% 48% +10% +19% +6% -7% On-site Facilities 62 I am satisfied with ECU's on-site childcare facilities and support 72% 48% -5% Support Services 63 ECU provides high quality support services for staff e.g. counselling, health 18% 82% Accountability 64 Staff are held accountable for achieving results 4% 65% 65 I take shared accountability for ECU's performance 2% 90% 66 I hold others to account 8% 77% Empowerment 67 I am satisfied with the level of independence I have in everyday decision making in my job 1% 80% 68 I have the authority to make decisions relevant to my job 2% 71% Voice Project Survey Report (c) Voice Project Pty Ltd Detailed Scale and Item Level Results Page 8

10 guidelines for interpretation of results

11 performance how to interpret This report presents information about both performance and importance for the items and scales within the Edith Cowan University staff survey. At the most basic level of reporting for scales and items, the commonly used score is the agreement index (represented by % Fav ) that shows the percentage of people who responded favourably (i.e., with either an Agree or Strongly Agree ) to the survey items. Traffic lights are used to indicate whether the percentage is Low, Medium or High based on commonly used, but nevertheless arbitrary, cut-offs of < 50%, 50-<80% and >= 80% Fav responses. At the next level, the distribution of responses for each item and scale is shown (i.e., what proportion of respondents gave Strongly Disagree, Tend to Disagree, Mixed Feelings/Neutral, Tend to Agree or Strongly Agree ). Legend High >=80% Medium 50<80% Low <50% SD D M A SA Distribution

12 performance how to interpret For each item and scale, the percentage of respondents who did not give an answer, or who answered Not applicable is shown in the column labelled % N/A. Analyses on all items and scales did not include these responses. The % Fav statistics are shown using the same traffic lights described on the previous page. Where external benchmark data are available (for All Industries in our database and/or for Industry specific benchmarks), the % Diff columns show the difference (in terms of percentage points) between your organisation s % Fav score and the average % Fav for other organisations in our database. So, for example, a figure of +2% would indicate that your % Fav result of say 78%, was 2 percentage points above the average for other organisations (i.e. 76%). Note that for scale scores, the % Diff is the average of the % Diffs across all benchmarkable items in that scale (tailored items may not be benchmarkable). The % Diff columns are colour-coded using traffic lights, with red representing a result of 10 percentage points or more below the benchmark figure, green representing a result of 10 percentage points or more above the benchmark figure, and yellow indicating a result in between. Org XYZ Org XYZ Industry All Specific Industries %N/A % Fav % Diff % Diff % Diff 4% 76% +7% +3% +13% 2% 79% +9% +4% +12% 1% 85% +11% +5% +16% 9% 62% -2% -3% +11% 10% 60% +1% +5% -8% 9% 60% -11% -4% -13% 11% 55% +12% +16% -1% 8% 64% 0% +2% -10% 2% 60% -12% -2% -3% 1% 66% +1% -4% -12% 2% 83% +10% +3% +9% 2% 77% +11% +7% +6% 0% 86% +12% +3% +6% 3% 74% +8% +2% -6% 1% 63% -3% +3% -4% 2% 46% +16% +3% -15% 2% 54% +18% +2% -6%

13 importance how to interpret The report also estimates the importance of each of the scales and items for driving (1) Passion and (2) Progress. Importance is not determined by your specific organisation priorities or by Voice Project s own theory or research. Importance is derived statistically from staff responses to your survey, using correlations (denoted statistically with an r ). It indicates the strength of the link between each of the scales and Passion and Progress, as rated by staff. The report shows importance using blue bar graphs the longer and darker a bar, the more likely it is that that management practice is an important driver of either Passion or Progress (e.g., if Leadership and Passion were highly correlated, improving Leadership may improve Passion). It is important to note, however, that correlation does not prove causality. Scale Scores High Med Low PASSION / ENGAGEMENT - Organisational Commitment - Job Satisfaction - Intention to Stay PROGRESS - Organisation Objectives - Change & Innovation - Customer Satisfaction Impact On PASSION (r >.50) (.40 < r <.50) (r <.40) Impact On PROGRESS Sometimes no bar is shown because it s not appropriate to calculate a correlation between two variables when one of the variables is either the same as the other variable or was calculated from the other variable (e.g., Job Satisfaction is used to calculate Passion so no correlation is shown between these scales). Organisation Direction Results Focus Mission & Values Ethics Role Clarity Diversity Resources Processes Technology Safety Facilities

14 importance how to interpret The outcome variables used to estimate importance are: Passion (Engagement) Index Progress Index The Passion Index is the average of the three scales: Organisational Commitment Job Satisfaction Intention To Stay The Progress Index is the average of the three scales: ECU s reputation Change & Innovation Student & Client Satisfaction Organisational Commitment ECU s reputation Passion Index Job Satisfaction Progress Index Change & Innovation Intention To Stay Student & Client Satisfaction

15 methodology The 2016 survey of Edith Cowan University: Was based on a core set of questions drawn from the Voice Engagement Survey and a number of tailored questions specific to Edith Cowan University Comprised a total of: 68 agree/disagree questions, 4 open-ended questions, 16 demographic questions Was live for 2 weeks from Tuesday 27 September to Tuesday 11 October Achieved a response rate of 80% (compared to 73% in 2014, 65% industry average) based on completions of 1409 online surveys from a targeted population of 1759 Had a margin of error for the overall sample of 1.1% Took an average of 15 minutes to complete Page 5

16 demographics Work Area Head Count Response Rate Margin of Error Edith Cowan University Overall % 1.1% School of Arts and Humanities % 5% School of Business and Law % 6% School of Education % 4% School of Engineering % 5% School of Medical and Health Sciences % 4% School of Nursing and Midwifery % 6% School of Science % 6% Kurongkurl Katitjin % 12% Western Australian Academy of Performing Arts % 6% Centre for Learning and Teaching % 5% Chancellery % 0% Page 6

17 demographics Work Area (Continued) Head Count Response Rate Margin of Error Edith Cowan University Overall % 1.1% Facilities and Services % 6% Finance and Business Services Centre % 6% Graduate Research School % 6% Human Resources Services Centre % 5% Information Technology Service Centre % 5% International Office % 9% Library Service Centre % 6% Marketing and Communications Service Centre % 4% Office of Development and Alumni Relations % 9% Office of Governance Services % 8% Office of Legal Services % 14% Groups with less than 10 responses are not separately analysed elsewhere in this report Page 7

18 demographics Work Area (Continued) Head Count Response Rate Margin of Error Edith Cowan University Overall % 1.1% Office of Research and Innovation % 4% Planning, Quality and Equity Services Centre % 5% Risk and Assurance Services Centre % 14% South West Campus % N/A Student Services Centre % 3% Not Given 40 Groups with less than 10 responses are not separately analysed elsewhere in this report Page 8

19 demographics Centre for Learning and Teaching Head Count Response Rate Margin of Error Centre for Learning and Teaching Overall % 5% Teaching Support (incl Directorate staff) % N/A Learning Support % 11% Not Given 2 Page 9

20 demographics Facilities and Services Centre Head Count Response Rate Margin of Error Facilities and Services Centre Overall % 6% Directorate; Campus Life Services; Resources and Asset Planning % 8% Buildings and Services % 4% Campus Services Administration % 16% Not Given 0 Page 10

21 demographics Finance & Business Services Centre Head Count Response Rate Margin of Error Finance and Business Services Centre Overall % 6% Directorate; Business Development; Business Performance and Analytics; Centre Administration; Strategic Information Services; Strategic Procurement % 10% Business Services % 19% Financial Services % N/A Resource Planning and Operations % 15% Not Given 0 Page 11

22 demographics Information Technology Services Centre Information Technology Services Centre Overall Directorate; ITSC Management and Administration; Strategy and Planning Head Count Response Rate Margin of Error % 5% % 10% Business Systems % 15% IT Operations % 7% Not Given 3 Page 12

23 demographics Marketing & Communications Services Centre Marketing and Communications Services Centre Overall Directorate; Corporate Communications; Corporate Events International Partnerships; Strategic Business Development Head Count Response Rate Margin of Error % 4% % 10% % 12% Corporate Marketing and Digital Marketing % 10% Student Recruitment % 8% Not Given 2 Page 13

24 demographics Student Services Centre Head Count Response Rate Margin of Error Student Services Centre Overall % 3% Directorate; Counselling and Equity; Student Health Services % 4% Course and Careers Information % 5% Fees and Scholarships % N/A Student Liaison % 6% Student Progress % 8% Not Given 2 Page 14

25 demographics Classification Type Employment contract basis Academic Staff 468 Professional Staff 928 Not Given 13 Ongoing 1075 Fixed Term 285 Casual 8 Not Given 41 Classification Level Location Academic A or B 223 Academic C, D or E 212 HEW HEW Other 45 Not Given 55 Joondalup 1009 Mount Lawley 286 Bunbury 49 South West (Recoded) 0 Other 18 Not Given 47 Groups with less than 10 responses are not separately analysed elsewhere in this report Page 15

26 demographics Aborignal or Torres Strait Islander Descent Gender No 1326 Yes 35 Not Given 48 Disability No 1320 Male 430 Female 797 Other gender identity 1 Prefer not to say 136 Not Given 45 Yes 31 Not Given 58 Disability Requiring Work Adjustment English as First Language No 17 Yes 10 Not Given 4 No 169 Yes 1195 Not Given 45 Groups with less than 10 responses are not separately analysed elsewhere in this report Page 16