2018 UNC System Employee Engagement. Survey Results

Transcription

1 UNC System Employee Engagement Survey Results

2 UNC System Strategic Plan Human Capital Goal The University will systematically focus on recruitment, retention, and development of the most talented and diverse workforce possible at all levels over the next five years. Metric Create an implementation plan (including the details of proposed data collection and metrics) to systematically measure at all levels engagement, retention, succession planning, and investment in professional development in order to promote System wide improvements in these areas.

3 Background January/February All permanent UNC full time employees invited to participate in Engagement Survey administered by ModernThink (Creators of Great Colleges to Work For ) Five Year Project by UNC System to help achieve goals of the UNC Strategic Plan Summer/Fall Institutions received initial reports from ModernThink ModernThink conducted workshops and consultations with engagement steering committee members from each institution and the UNC System Office

4 Background Three Survey Cycles First Second 2020 Third 2022 Setting the Baseline Establish targeted goals for incremental improvement in Determine relationships to other HR metrics New Territory Benchmarks compare individual higher ed institutions, not university systems

5 Background Survey Elements: 60 Belief Statements 17 Benefits Statements 1 Multi Select Question 2 Open Ended Questions 10 Demographics Questions Rating Scale: Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree Positive Score Percent of employees selecting Strongly Agree or Agree for a survey item

6 15 Core Dimensions Job Satisfaction/Support Policies, Resources & Efficiency Faculty, Administration & Staff Relations Teaching Environment Shared Governance Communication Professional Development Pride Collaboration Compensation, Benefits & Work/Life Balance Supervisors/Department Chairs Fairness Facilities Senior Leadership Respect & Appreciation

7 Response Guidelines Response Options: Strongly Agree, Agree, Sometimes Agree/Sometimes Disagree, Disagree, Strongly Disagree, Not Applicable Positive Responses Strongly Agree, Agree Negative Responses Strongly Disagree, Disagree Guideline Score Description Guideline Score 75% + Very Good to Excellent < 10% 65 74% Good 10 14% 55 64% Fair to Mediocre 15 19% 45 54% Warrants Attention 20 29% < 45% Poor 30% +

8 Response Rates Job Category Total Responded Percentage ALL Employees % SAAO TIER % SAAO TIER % SHRA EXEMPT % EHRA IRPS % SHRA NON-EXEMPT % FACULTY %

9 Job Category ( 1-60) SHRA Non-exempt (n=76) 52% SHRA Exempt (n=17) 49% Faculty (n=56) 46% EHRA IRPS (n=27) 44% SAAO Tier 2 (n=19) 42%

10 Dimensions 67% 76% 64% 67% 61% 72% 73% 58% 55% 70% Pride Professional Development Supervisors/Department Chairs Job Satisfaction/Support Facilities

11 Dimensions 50% 62% 65% 56% 57% 58% 47% 46% 45% 43% Compensation, Benefits & Work/Life Balance Teaching Environment Fairness Collaboration Respect & Appreciation

12 Dimensions 59% 54% 56% 56% 58% 42% 41% 38% 36% 30% Policies, Resources & Efficiency Communication Shared Governance Faculty, Administration & Staff Relations Senior Leadership

13 Strengths Job Fit, Autonomy & Connection to Mission Professional Development Supervisor/Department Chair Competencies

14 Job Fit, Autonomy & Connection to Mission Survey Statement My job makes good use of my skills and abilities. 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 understand how my job contributes to this institution's mission I am proud to be part of this institution

15 Professional Development Survey Statement I am given the opportunity to develop my skills at this institution. I understand the necessary requirements to advance my career. I receive feedback from my supervisor/department chair that helps me

16 Supervisor/Department Chair Competencies Survey Statement I have a good relationship with my supervisor/department chair. My supervisor/department chair makes his/her expectations clear. My supervisor/department chair regularly models this institution's values. My supervisor/department chair is consistent and fair. My supervisor/department chair actively solicits my suggestions and ideas

17 Opportunities (Improvement Areas) Resource Constraints Performance Management/Accountability Respect & Appreciation Diversity, Equity & Inclusion Communication & Collaboration Shared Governance Senior Leadership

18 Resource Constraints Survey Statement I am provided the resources I need to be effective in my job. My department has adequate faculty/staff to achieve our goals. The facilities (e.g., classrooms, offices, laboratories) adequately meet my needs I am paid fairly for my work

19 Performance Management/Accountability Survey Statement Our review process accurately measures my job performance. Our orientation program prepares new faculty, administration and staff to be effective. Issues of low performance are addressed in my department. Promotions in my department are based on a person's ability

20 Respect & Appreciation Survey Statement I am regularly recognized for my contributions. Our recognition and awards programs are meaningful to me. We celebrate significant milestones and important accomplishments at this institution. Senior leadership shows a genuine interest in the well-being of faculty, administration and staff

21 Diversity, Equity & Inclusion Survey Statement This institution places sufficient emphasis on having diverse faculty, administration and staff. At this institution, people are supportive of their colleagues regardless of their heritage or background. This institution has clear and effective procedures for dealing with discrimination

22 Communication & Collaboration Survey Statement When I offer a new idea, I believe it will be fully considered. In my department, we communicate openly about issues that impact each other's work. Changes that affect me are discussed prior to being implemented. At this institution, we discuss and debate issues respectfully to get better results

23 Communication & Collaboration Survey Statement We have opportunities to contribute to important decisions in my department. People in my department work well together. I can count on people to cooperate across departments. There's a sense that we're all on the same team at this institution

24 Shared Governance Survey Statement 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 are meaningfully involved in institutional planning. Faculty, administration and staff work together to ensure the success of institution programs and initiatives. There is regular and open communication among faculty, administration and staff

25 Senior Leadership Survey Statement Senior leadership provides a clear direction for this institution's future. Senior leadership communicates openly about important matters. Our senior leadership has the knowledge, skills and experience necessary for institutional success. Senior leadership regularly models this institution's values. I believe what I am told by senior leadership

26 Participation Rates and Positive Engagement Ratings with Benchmarks Institution Participation UNC Charlotte 71 % NCSSM 67 % UNCSA 65 % FSU 60 % UNC Asheville 60 % 59 % System Office 58 % UNC Wilmington 58 % WCU 55 % WSSU 55 % Appalachian 54 % NC State 54 % UNC Greensboro 54 % NCCU 52 % UNC Pembroke 52 % N.C. A&T 50 % ECU 38 % UNC CH 37 %

27 Voluntary Turnover Rate and Positive Engagement Ratings This shows the institution overall positive engagement scores compared to voluntary turnover rates for each institution for FY The 7.5% median turnover rate is derived from CUPA HR 2017 turnover data for four year public institutions that are in the same Carnegie classifications as the UNC institutions.

28 Survey Dimensions by Institution

29 Next Steps Share Survey Results Available on HR Webpage under Employee Engagement Survey Deploy Suggestions Survey Encourage Employees to Provide Suggestions on How to Improve Campus Climate Compile Results Provide Results to Cabinet/Employees Identify Suggestions for Possible Implementation

30 Sharing Survey Results

31 Questions