Benchmarking Report on Workplace Effectiveness and Flexibility Executive Summary

Transcription

1 Benchmarking Report on Workplace Effectiveness and Flexibility Executive Summary PREPARED FOR: WORKSITE LOCATION: Company X Chicago, IL ORG ID NUMBER: , Sloan Award Benchmarking Report Page 1 of 40

2 Table of Contents Introduction About the Sloan Awards... 3 Award selection process and scoring criteria... 3 How to read the benchmarking report... 3 The Employer Questionnaire Flex time and place... 5 Choices in managing time... 8 Flex careers Time off Reduced time Health care and economic security for full- and part-time employees Caregiving leave Culture of flexibility The impact of the economy Supports for educational opportunities Overall employer score The Employee Questionnaire Employee access to provisions of flexibility Culture of flexibility Absence of jeopardy for use of flexibility Workplace effectiveness Resources: Research, Tips, Case Studies and More Resources for employers and employees About When Work Works and the national partners Sloan Award Benchmarking Report Page 2 of 40

3 Introduction Ü About the Sloan Awards The Alfred P. Sloan Awards for Excellence in Workplace Effectiveness and Flexibility are part of When Work Works, a research-based initiative led by the partnership of Families and Work Institute and the Society for Human Resource Management (SHRM) to highlight how effective and flexible workplaces can yield positive business results and help employees succeed at work and at home. The award program honors model employers of all types and sizes across the U.S. for their innovative and effective workplace practices. apply for the award on a worksite basis, with each worksite completing a separate application and scoring process. FWI uses a rigorous scoring methodology that emphasizes the real-life experiences of employees and incorporates national benchmarks for employer practices. may receive multiple Sloan Awards in a given year if they have multiple winning worksites. Ü Award Selection Process and Scoring Criteria The application process for the Sloan Awards takes place in two rounds. In Round I, employers complete an online questionnaire about the flexibility programs and practices for each worksite applying for an award. The worksite application advances to Round II, if the worksite s flexibility programs and practices rank among the top 20% of employers in the U.S., based on Families and Work Institute s ongoing, nationally representative National Study of. In Round II, employees complete a questionnaire that asks about their individual use of and experiences with flexibility as well as other aspects of an effective workplace (such as opportunities to develop their skills and abilities, have some job autonomy and supervisor support for doing their jobs well). Because we include questions on effective workplaces, the award is called the Alfred P. Sloan Award for Excellence in Workplace Effectiveness and Flexibility. Employees at a worksite with less than 250 employees are invited to complete the survey. At larger worksites a random sample of 250 employees are surveyed. A 40% response rate is required to complete Round II and be eligible for winning the award. Two thirds of the final score is determined by the employees responses and one third is based on the employer s responses. An employer will receive an award for every worksite that applies and earns a winning score. Ü How to Read the Benchmarking Report The Employer Questionnaire: In this section of the benchmarking report, questions are grouped by type of flexibility. At the beginning of each category, a chart will display your organization s average score (on a scale of 1 to 100) for the type of flexibility compared with the average category scores of the Sloan Award applicants and the Sloan Award winners. Sloan Award Benchmarking Report Page 3 of 40

4 The charts are followed by a series of tables comparing your response to a selection of key questions from the questionnaire with the distribution of responses from the Sloan Award applicants and winners. organization s response to any given question is marked with an X in the table, however, if your organization did not respond to a particular question, no X will appear. The nationally representative data for employers comes from Families and Work Institute s National Study of 1 and 2009 Impact of the Recession on. 2 The Employee Questionnaire: This section of the benchmarking report, beginning on page 30, shows charts and tables grouped within the employee survey categories. The charts compare the average category score from your employees with the average scores of the Sloan Award finalists employees and winners employees to a selection of key questions from the questionnaire. In the tables, a distribution of your employees responses is compared with the larger sample groups. If your organization did not qualify for or complete the Employee Survey, you will only see the average scores and response distributions from the Sloan Award finalists employees and winners employees. The nationally representative data for employees comes from Families and Work Institute s National Study of the Changing Workforce 3. The Benchmarking Reports: In order to simply the presentation of the benchmarking reports, in, we not including every item in the Employer and Employee Questionnaire, but have selected key items for reporting. In addition, we present figures at the beginning of each section of the report that present a summary of your organization s scores on these key items for this section in comparison with other winners and applicants as well as national data. You can use these figures in presentations of the findings to management and others in your organization. 1 Families and Work Institute s National Study of, funded by the Alfred P. Sloan Foundation, is the most comprehensive and far-reaching study of the practices, policies, programs and benefits provided by U.S employers to address the changing needs of today s workforce and workplace. The National Study of (NSE) surveyed a representative national sample of 1,126 for profit and nonprofit employers with 50 or more employees by telephone interviews. The study was designed to build on FWI s landmark 1998 Business Work-Life Study (BWLS), so it is able to provide trend data on changes that have occurred over the past ten years. 2 In order to better understand the impact of the recent recession on the U.S. labor force and on employers, FWI self-funded the 2009 Impact of the Recession on, which surveyed a random sample of 400 U.S. employers with 50 or more employees in May of Families and Work Institute s National Study of the Changing Workforce (NSCW) is the only on-going study of its kind or scale, providing valuable, timely information on the work and personal/family lives of the U.S. workforce. Conducted approximately every five years, the NSCW provides 30-year trend data, from 1977 to, of life on and off the job. The NSCW, funded by the Alfred P. Sloan Foundation, has a sample of 2,769 wage and salaried employees. Sloan Award Benchmarking Report Page 4 of 40

5 The Employer Questionnaire Ü Flex Time and Place All All organization has a score of in the Flex Time and Place category. Higher scores reflect more positive responses. This score is based on the 12 questions from the Employer Questionnaire in this category. In the chart above, you can see how your organization s score compares with the average scores of all the winners and all the applicants. On the next page is a selection of key questions in the Flex Time and Place category. organization s response is marked by an X. The other columns show the distribution of responses among all applicants, all winners and FWI s National Study of. Sloan Award Benchmarking Report Page 5 of 40

6 ER03A. How many employees at your worksite are allowed to periodically change starting and quitting times within some range of hours? National Study of All 43% 51% 6% Most X Some Just a Few None < ER04A. How many employees at your worksite are allowed to change starting and quitting times ON A DAILY BASIS? National Study of All 15% 17% 2% Most X Some Just a Few None Q08A. How many employees at your worksite are allowed to compress their workweek by working longer hours on fewer days for at least part of the year? National Study of All 25% 30% 1% Most Some X Just a Few None ER09A. How many employees at your worksite are allowed to work some of their regular paid hours at home OCCASIONALLY? National Study of All 11% 12% 1% Most Some X Just a Few None Sloan Award Benchmarking Report Page 6 of 40

7 ER10A. How many employees at your worksite are allowed to work some of their regular paid hours at home on a REGULAR basis? National Study of All 5% 4% < 1% Most Some X Just a Few None Sloan Award Benchmarking Report Page 7 of 40

8 Ü Choices in Managing Time All 92.6 All organization has a score of in the Choices in Managing Time category. Higher scores reflect more positive responses. This score is based on the 12 questions from the Employer Questionnaire in this category. In the chart above, you can see how your organization s score compares with the average scores of all the winners and all the applicants. On the next page is a selection of some items in the Choices in Managing Time category. organization s response is marked by an X. The other columns show the distribution of responses among all applicants, all winners and FWI s National Study of. Sloan Award Benchmarking Report Page 8 of 40

9 ER05A. How many employees at your worksite are allowed to have control over when they take breaks? National Study of All 64% 66% 17% Most X Some Just a Few < None < ER14AAH. How many hourly employees at your worksite are allowed to have input into or control over which shifts they work? National Study of All X 29% 32% 1% Most Some Just a Few None ER21. In general, how many salaried employees organization-wide have predictable work schedules; for example, work schedules may vary across weeks and seasons, but they know their schedule in general, at least a week in advance? National Study of All X 86% 89% 53% Most Some < Just a Few Not applicable, no salaried employees ER22. In general, how many hourly employees organization-wide have predictable work schedules; for example, work schedule may vary across weeks and seasons, but they know their schedule in general, at least a week in advance? National Study of All 68% 68% 58% Most X Some 1 < 1 6 Just a Few < 1 < 1 2 Not applicable, no hourly employees Sloan Award Benchmarking Report Page 9 of 40

10 Ü Flex Careers All All organization has a score of in the Flex Careers category. Higher scores reflect more positive responses. This score is based on the 12 questions from the Employer Questionnaire in this category. In the chart above, you can see how your organization s score compares with the average scores of all the winners and all the applicants. On the next page is a selection of some items in the Flex Careers category. organization s response is marked by an X. The other columns show the distribution of responses among all applicants, all winners and FWI s National Study of. Sloan Award Benchmarking Report Page 10 of 40

11 ER17A. How many employees at your worksite are allowed to return to work gradually after childbirth or adoption? National Study of All 74% 81% 27% Most Some X Just a Few None ER18A. How many of your employees at your worksite are allowed to phase into retirement by working reduced hours over a period of time prior to full retirement? National Study of All 42% 45% 7% Most X Some Just a Few None ER23. Do employees who are on a management or leadership track, have the option to move off that track and back on it when they are ready? National Study of Yes X 72% 78% 31% No Not Applicable Sloan Award Benchmarking Report Page 11 of 40

12 Ü Time Off All All organization has a score of in the Time Off category. Higher scores reflect more positive responses. This score is based on the 17 questions from the Employer Questionnaire in this category. In the chart above, you can see how your organization s score compares with the average scores of all the winners and all the applicants. On the next page is a selection of some items in the Time Off category. organization s response is marked by an X. The other columns show the distribution of responses among all applicants, all winners and FWI s National Study of. Sloan Award Benchmarking Report Page 12 of 40

13 ER11A. How many of your employees at your worksite are allowed to take time off during the workday to attend to important family or personal needs without losing pay? National Study of All X 73% 79% 26% Most Some Just a Few None ER12A. How many of your employees at your worksite are allowed to take sabbaticals that is, being able to take job-guaranteed leaves paid or unpaid, of three months or more? National Study of All 30% 35% 5% Most Some Just a Few None ER20A. How many employees at your worksite are allowed to do volunteer work during regular work hours? National Study of All X 69% 77% 12% Most Some Just a Few None ER37A. How many days of paid time off for personal illness do you offer each year to full-time employees who have been with the organization for at least one year? (This does not include employers that offer PTO days instead of specific holiday, vacation and sick time.) National Study of 16+ days 15% 18% 8% days days days None 7 5 < 1 Sloan Award Benchmarking Report Page 13 of 40

14 ER38A. How many days of paid time off to care for a sick child do you offer each year to full-time employees who have been with the organization for at least one year? (This does not include employers that offer PTO days instead of specific holiday, vacation and sick time.) National Study of 16+ days 6% 7% days days NA 1-5 days X None Sloan Award Benchmarking Report Page 14 of 40

15 Ü Reduced Time All All organization has a score of in the Reduced Time category. Higher scores reflect more positive responses. This score is based on the 7 questions from the Employer Questionnaire in this category. In the chart above, you can see how your organization s score compares with the average scores of all the winners and all the applicants. On the next page is a selection of some items in the Reduced Time category. organization s response is marked by an X. The other columns show the distribution of responses among all applicants, all winners and FWI s National Study of. Sloan Award Benchmarking Report Page 15 of 40

16 ER06A. How many employees at your worksite are allowed to move from full-time to part-time work and back again, while remaining in the same position or level? National Study of All 16% 19% 2% Most X Some Just a Few None ER16A. How many employees at your worksite are allowed to work part year such as working full time during the school year and then taking a block of time off during the summer? National Study of All 4% 4% 1% Most Some X Just a Few None ER24C. Are supervisory or managerial positions available for part-time employees? National Study of Yes X 67% 77% 36% No Sloan Award Benchmarking Report Page 16 of 40

17 Ü Health Care and Economic Security for Fulland Part-Time Employees All All organization has a score of in the Health Care and Economic Security category. Higher scores reflect more positive responses. This score is based on the 13 questions from the Employer Questionnaire in this category. In the chart above, you can see how your organization s score compares with the average scores of all the winners and all the applicants. On the next page is a selection of some items in the Health Care and Economic Security category. organization s response is marked by an X. The other columns show the distribution of responses among all applicants, all winners and FWI s National Study of. Sloan Award Benchmarking Report Page 17 of 40

18 ER15. Are hourly employees in your organization guaranteed a minimum number of paid (regular) work hours each week providing them with a stable earnings stream? [For example, 35 or 40 hours per week for an employee in a full-time position or 20 hours per week for an employee in a half-time position.] National Study of Yes 77% 75% No X 6 5 NA Not applicable, no hourly employees ER24A. Do employees who have part-time jobs receive pay comparable to what is received by employees who work full-time in the same or equivalent postion, based upon the percentage of a full-time job they work? National Study of Yes, comparable or more X 78% 80% 76% No, less Not applicable ER24B. Do employees who have part-time jobs receive health insurance benefits comparable to what is received by employees who work full-time in the same or equivalent positions, based upon the percentage of a full-time job they work? National Study of Yes X 52% 59% No NA Not applicable ER45A. Does your organization pay all, part, or none of the premium for full-time employees personal health insurance? National Study of All 21% 22% 13% Part X None 3 1 < 1 ER46A. Does your organization pay all, part, or none of the premium for part-time employees personal health insurance? National Study of All 7% 9% Part X NA None Sloan Award Benchmarking Report Page 18 of 40

19 ER47A. Does your organization pay all, part, or non of the premium for health insurance coverage for employees family members? National Study of All 5% 5% 4% Part X None ER48. Do you offer the following flexibility option to employees in same-sex relationships (i.e., long-term couples, domestic partnerships, civil unions, or marriages)?: Adding a partner/spouse as a dependent on an employee s health insurance. No, this option is not available to any employees in our organization No, this options is not available to employees in same-sex relationships Yes, these options are available to employees in same-sex relationships 8% 6% X National Study of NA Sloan Award Benchmarking Report Page 19 of 40

20 Ü Caregiving Leave All 77.1 All organization has a score of in the Caregiving Leave category. Higher scores reflect more positive responses. This score is based on the 14 questions from the Employer Questionnaire in this category. In the chart above, you can see how your organization s score compares with the average scores of all the winners and all the applicants. On the next page is a selection of some items in the Caregiving Leave category. organization s response is marked by an X. The other columns show the distribution of responses among all applicants, all winners and FWI s National Study of. Sloan Award Benchmarking Report Page 20 of 40

21 ER40T. What is the maximum number of weeks of unpaid or paid job-guaranteed leave that your organization allows female employees who give birth to a child including the period of disability and any other time? National Study of < 12 Weeks 11% 10% 10% 12 Weeks > 12 Weeks X ER40ACT. Excluding vacation days, accrued personal sick days, or other paid personal days, do employees who give birth to a child receive any pay for leave they take beyond the period of maternity-related disability? National Study of Yes 49% 55% NA No X ER41T. What is the maximum number of weeks of unpaid or paid job-guaranteed leave that your organization allows male employees whose partner gives birth to a child? National Study of < 12 Weeks 26% 24% 25% 12 Weeks > 12 Weeks X ER42T. What is the maximum number of weeks of unpaid or paid job-guaranteed leave that your organization allows men or women to care for newly adopted children? National Study of < 12 Weeks 15% 15% 15% 12 Weeks X > 12 Weeks ER43T. What is the maximum number of weeks of unpaid or paid job-guaranteed leave that your organization allows men or women to care for seriously ill family members? National Study of < 12 Weeks 15% 15% 13% 12 Weeks X > 12 Weeks Sloan Award Benchmarking Report Page 21 of 40

22 Ü Culture of Flexibility All All organization has a score of in the al Culture category. Higher scores reflect more positive responses. This score is based on the 21 questions from the Employer Questionnaire in this category. In the chart above, you can see how your organization s score compares with the average scores of all the winners and all the applicants. On the next page is a selection of some items in the al Culture category. organization s response is marked by an X. The other columns show the distribution of responses among all applicants, all winners and FWI s National Study of. Sloan Award Benchmarking Report Page 22 of 40

23 ER58. Has your organization trained supervisors in responding to the work-family needs of employees? National Study of Yes X 76% 82% 47% No ER62. Has your organization considered how well supervisors and managers manage flexible work arrangements when making their job performance appraisals and compensation decisions? National Study of Yes X 79% 19% 47% No ER63. Is it very true, somewhat true, not very true or not at all true of your organization that the organization makes a real and ongoing effort to inform employees of available assistance for managing work and family responsibilities? National Study of Very true X 61% 68% 27% Somewhat true Not very true Not at all true 1 < 1 13 ER66. To what extent does your organization consider it a priority to actively encourage supervisors to be supportive of employees with personal or family needs by finding solutions that work for both employees and the organization? National Study of It s not a priority 1% 1% It s a low priority 2 1 It s a moderately NA important priority It s one of our top priorities X Sloan Award Benchmarking Report Page 23 of 40

24 ER68. Rate the importance of the following dimension in supervisors evaluation of employees performance: The number of hours they spend at the office/worksite. National Study of Not at all important 23% 28% A little important X Somewhat important NA Very important Extremely important 3 1 ER69. Rate the importance of the following dimension in supervisors evaluation of employees performance: Accomplishments (e.g. meeting deadlines, delivering strong results) National Study of Not at all important 0% 0% A little important 1 < 1 Somewhat important 2 2 NA Very important X Extremely important Sloan Award Benchmarking Report Page 24 of 40

25 Ü The Impact of the Economy All All organization has a score of in the Impact of the Economy category. Higher scores reflect more positive responses. This score is based on the 13 questions from the Employer Questionnaire in this category. In the chart above, you can see how your organization s score compares with the average scores of all the winners and all the applicants. On the next page is a selection of some items in the Impact of the Economy category. organization s response is marked by an X. The other columns show the distribution of responses among all applicants, all winners and FWI s National Study of. Sloan Award Benchmarking Report Page 25 of 40

26 ER25. Have you reduced, maintained or increased flexible workplace arrangements such as flexible work schedules or flexible workplace options in the past 12 months? 2009 Impact of the Recession on Reduced X 1% < 1% 6% Maintained Increased ER28. Do you provide employees with stress management assistance when they are dealing with a financial crisis? This may be through a standard stress management program, such as an EAP, or a program focused on managing stress from financial crises. Yes X 78% 82% NA No National Study of Sloan Award Benchmarking Report Page 26 of 40

27 Ü Supports for Educational Opportunities All All organization has a score of in the Supports for Educational Opportunities category. Higher scores reflect more positive responses. This score is based on the 10 questions from the Employer Questionnaire in this category. In the chart above, you can see how your organization s score compares with the average scores of all the winners and all the applicants. On the next page is a selection of some items in the Supports for Educational Opportunities category. organization s response is marked by an X. The other columns show the distribution of responses among all applicants, all winners and FWI s National Study of. Sloan Award Benchmarking Report Page 27 of 40

28 ER30. For lower-level employees in your organization, is on-the-job training available to these employees? National Study of Yes X 87% 88% No 1 1 Does not apply NA to our employees ER31. For lower-level employees in your organization, is additional training or education to enhance job skills available to these employees? National Study of Yes X 92% 94% No 1 1 Does not apply NA to our employees 7 5 ER33. Does your organization offer time-off for employees to participate in degree-granting programs? National Study of Paid time off 31% 34% Unpaid time off X NA No time off ER33A. Does your organization help pay for degree-granting programs Associate s, Bachelor s, or Post- Bachelor s/professional degree-granting programs? National Study of Cover all costs 6% 5% Cover part of X costs NA Do not contribute financially Sloan Award Benchmarking Report Page 28 of 40

29 Ü Overall Employer Score All All organization has a score of overall. Higher scores reflect more positive responses. In the chart above you can see how your organization s score compares with the average scores of all the winners and all the applicants. Sloan Award Benchmarking Report Page 29 of 40

30 The Employee Questionnaire Ü Employee Access to Various Provisions of Flexibility All ' Employees All Finalists' Employees organization s average score in the Employees Access to Flexibility category is Higher scores reflect more positive responses. This score is based on the 67 questions from the Employee Questionnaire in this category. In the chart above, you can see how your organization s average score compares with the average scores of all the finalists employees and all the winners employees. On the next page is a selection of key questions in the Employee Access to Flexibility category. employees distributions of responses are compared with the distributions among all applicants, all winners and FWI s National Study of the Changing Workforce. Sloan Award Benchmarking Report Page 30 of 40

31 EE02A. Are you able to periodically change your starting and quitting times within some range of hours? Employees Finalists 2008 National Study of the Changing Workforce Yes 76% 86% 88% 44% No Don t know < 1 EE12. How often are you REQUIRED to work paid or unpaid extra or overtime hours with little or no advanced notice? Employees Finalists 2008 National Study of the Changing Workforce Every week or more often 8% 6% 6% Several times a month (2-3 times a month) About once a month NA Once in a long while Not applicable, I am never 38 asked to work overtime EE25. Did you receive enough paid leave for personal illness (sick leave/sick days) last year? Employees Finalists 2008 National Study of the Changing Workforce Yes 92% 93% 89% No EE59. Has your employer reduced, maintained or increased your opportunities to work flexibly in the past 12 months? Employees Finalists 2008 National Study of the Changing Workforce Reduced 2% 5% 4% Maintained NA Increased Don t Know Sloan Award Benchmarking Report Page 31 of 40

32 Ü Culture of Flexibility All ' Employees All Finalists' Employees organization s average score in the Culture of Flexibility category is Higher scores reflect more positive responses. This score is based on the 17 questions from the Employee Questionnaire in this category. In the chart above, you can see how your organization s average score compares with the average scores of all the finalists employees and all the winners employees. On the next page is a selection of some items in the Culture of Flexibility category. employees distributions of responses are compared with the distributions among all applicants, all winners and FWI s National Study of the Changing Workforce. Sloan Award Benchmarking Report Page 32 of 40

33 EE62B. I have the flexibility I need at work to manage my personal and family responsibilities. Employees Finalists 2008 National Study of the Changing Workforce Strongly agree 70% 62% 64% 50% Somewhat agree Somewhat disagree Strongly disagree EE66A. Supervisors or managers are encouraged to assess employees' performance by what employees accomplish, and not just by "face-time" that is, the number of hours they spend at the workplace. Employees Finalists 2008 National Study of the Changing Workforce Strongly agree 59% 55% 56% Somewhat agree NA Somewhat disagree Strongly disagree EE66C. My supervisor or manager is responsive to my needs when I have family or personal business to take care of. For example, medical appointments, meeting with child s teacher, etc. Employees Finalists 2008 National Study of the Changing Workforce Strongly agree 74% 77% 78% 71% Somewhat agree Somewhat disagree Strongly disagree EE87. Should your organization win this award for workplace flexibility? Employees Finalists 2008 National Study of the Changing Workforce Yes 86% 91% 92% NA No Sloan Award Benchmarking Report Page 33 of 40

34 Ü Absence of Jeopardy for Use of Flexibility All ' Employees All Finalists' Employees organization s average score in the Absence of Jeopardy for Use of Flexibility category is Higher scores reflect more positive responses. This score is based on the 34 questions from the Employee Questionnaire in this category. In the chart above, you can see how your organization s average score compares with the average scores of all the finalists employees and all the winners employees. On the next page is a selection of some items in the Absence of Jeopardy for Use of Flexibility category. employees distributions of responses are compared with the distributions among all applicants, all winners and FWI s National Study of the Changing Workforce. Sloan Award Benchmarking Report Page 34 of 40

35 EE04. How hard is it for you to take time off during your workday to take care of personal or family matters? Employees Finalists 2008 National Study of the Changing Workforce Very hard 15% 3% 3% 14% Somewhat hard Not too hard Not at all hard EE67. Employees who ask for time off for family reasons or try to arrange different schedules or hours to meet their personal or family needs are less likely to get ahead in their jobs or careers. Employees Finalists 2008 National Study of the Changing Workforce Strongly agree 10% 6% 6% 16% Somewhat agree Somewhat disagree Strongly disagree EE68. At my place of employment, employees have to choose between advancing in their jobs or devoting attention to their family or personal lives. Employees Finalists 2008 National Study of the Changing Workforce Strongly agree 4% 6% 5% 14% Somewhat agree Somewhat disagree Strongly disagree Sloan Award Benchmarking Report Page 35 of 40

36 Ü Workplace Effectiveness Measure Six Criteria of Effective Workplaces Over the past six years, Families and Work Institute has engaged in a research journey to define the elements that make up effective workplaces. Based on our National Study of the Changing Workforce data, we have identified six criteria of effective workplaces that include both work and non-work factors, all of which benefit both the employee and the organization: 1. Job Challenge and Learning 2. Climate of Respect 3. Autonomy 4. Work-Life Fit 5. Economic Security 6. Supervisor Task Support We examined the empirical relationships among the six workplace effectiveness factors, an index of overall effectiveness based on a combination of all six criteria, and work and health and well-being outcomes. We found that greater overall workplace effectiveness, a summary index that includes all six criteria, is strongly related to greater engagement, job satisfaction and desire to stay with the organization. These workrelated outcomes are of immediate interest to employers because organizations with employees who are highly engaged, satisfied and plan to remain with the organization are in a better position to achieve important business goals and objectives than organizations whose workforce is disengaged, dissatisfied and likely to look for new jobs elsewhere. Greater overall workplace effectiveness also has a positive effect on employee health and well-being outcomes across the board. The Sloan Award Employee Survey includes select items from Families and Work Institute s workplace effectiveness index. Sloan Award Benchmarking Report Page 36 of 40

37 All ' Employees All Finalists' Employees organization s average score in the Workplace Effectiveness category is Higher scores reflect more positive responses. This score is based on the 34 questions from the Employee Questionnaire in this category. In the chart above, you can see how your organization s average score compares with the average scores of all the finalists employees and all the winners employees. On the next page is a selection of key questions in the Workplace Effectiveness category. employees distributions of responses are compared with the distributions among all applicants, all winners and FWI s National Study of the Changing Workforce. Sloan Award Benchmarking Report Page 37 of 40

38 EE60A. My job lets me develop my skills and abilities. Employees Finalists 2008 National Study of the Changing Workforce Strongly agree 73% 66% 67% 67% Somewhat agree Somewhat disagree Strongly disagree EE60F. My supervisor or manager is supportive when I have a work problem. Employees Finalists 2008 National Study of the Changing Workforce Strongly agree 62% 70% 71% 63% Somewhat agree Somewhat disagree Strongly disagree EE61E. I have a lot of say about what happens on my job. Employees Finalists 2008 National Study of the Changing Workforce Strongly agree 43% 38% 39% 32% Somewhat agree Somewhat disagree Strongly disagree EE63C. I am enthusiastic about my job. Employees Finalists Always 37% 26% 26% Very often Often Sometimes Rarely Almost never Never National Study of the Changing Workforce NA Sloan Award Benchmarking Report Page 38 of 40

39 Resources: Research, Tips, Case Studies and More Ü Resources for and Employees When Work Works has a number of resources available to guide employers and employees in developing and maintaining effective and flexible workplaces. The latest releases from When Work Works include: WORKFLEX: The Essential Guide to Effective and Flexible Workplaces How do you get on the path to a better workplace? The Workflex Guide provides the advice and tools employers need to create an effective and flexible workplace. Featuring research-based guidance from a host of workflex experts and case studies from companies that made flexibility work for their workforce and for the bottom line, employers of all shapes and sizes will find it invaluable. The Guide is destined to become the workflex bible for a changing, more flexible workplace. Available at the SHRM bookstore ( and retailers. WORKFLEX: Employee Toolkit Employees can now take the promise of flexibility at work into their own hands. This Toolkit offers workers a blueprint for making workflex a reality in their careers, and it provides a realistic perspective on what workflex options are possible for the companies that employ them. It features real-world advice and guidance from workplace experts including self-assessment tools, directions on how to ask for workflex and how-to s on making it work once implemented. It s a valuable workflex resource for every worker and manager striving for flexibility at work. The Toolkit is available to employees and employers for free download at Guide to Bold New Ideas for Making Work Work Pioneer employers looking to shape the best workforces are constantly coming up with new ways to make work work better. The Guide to Bold New Ideas offers a peek at the unique concepts these employers from all industries and all sizes are following to transform the workplace. From unlimited time off to promoting workers who take workflex, their ideas are sure to inspire you. Available at the SHRM bookstore: Other resources and research reports are available free of charge at Sloan Award Benchmarking Report Page 39 of 40

40 Ü About the When Work Works and the National Partners About When Work Works When Work Works is a national initiative, led by the partnership of Families and Work Institute and the Society for Human Resource Management (SHRM), to help organizations of all sizes and types become more successful by transforming the way they view and adopt effective and flexible workplaces. When Work Works is one of the foremost providers of resources, rigorous research and best practices on workplace effectiveness and flexibility in the nation. The initiative administers the prestigious Alfred P. Sloan Awards for Excellence in Workplace Effectiveness and Flexibility annually, which recognize exemplary employers for using flexibility as an effective workplace strategy to increase business and employee success. For more information, visit and follow us on About Families and Work Institute Families and Work Institute (FWI) is a nonprofit, nonpartisan research organization that studies the changing workforce, family and community. As a preeminent think tank, FWI is known for being ahead of the curve, identifying emerging issues, and then conducting rigorous research that often challenges common wisdom and provides insight and knowledge. As an action tank, FWI conducts numerous studies that put its research into action and then evaluates the results. Its purpose is to create research to live by. For more information, visit and follow us on About The Society for Human Resource Management The Society for Human Resource Management (SHRM) is the world s largest association devoted to human resource management. Representing more than 250,000 members in over 140 countries, the Society serves the needs of HR professionals and advances the interests of the HR profession. Founded in 1948, SHRM has more than 575 affiliated chapters within the United States and subsidiary offices in China and India. Visit SHRM Online at Sloan Award Benchmarking Report Page 40 of 40