University of Kentucky 2017 Engagement Survey. Human Resources Overall

Transcription

1 2017 Engagement Survey

2 Definition of Terms 3WEEKS of survey administration September 6 th 27 th 99% Response rate 86% in responded to the survey 1 Comment Question Sustainable Engagement: 85% +0 vs Questions 13 categories Comparisons to benchmarks: HR Overall area has improved in 12 out of 13 survey categories since HR Overall area is better than WTW on all survey categories. No statistical declines from

3 Definition of Terms Word used University or UK Definition refers to as a whole. Department UK leadership refers to your local organizational unit or function (e.g. Student Academic Life, Department of Biology, Accounts Payable, PPD-Grounds, Agricultural Communications, etc.). refers to the Senior Leadership team of including the President, Provost, and Executive Vice Presidents. Supervisor Core Values refers to the person who has primary responsibility for managing your activities. This is the person to whom you report to on a day-to-day basis and who provides your performance evaluation. (For Staff Only) refers to UK's values of Integrity, Excellence, Mutual respect and human dignity, Diversity and inclusion, Academic freedom, Personal and institutional responsibility and accountability, Shared governance, A sense of community, Work-life sensitivity, Civic engagement, and Social responsibility. 3

4 How to Read Results Scores Scores shown are the total Percent (typically the top two options). For example: Agree Tend to Agree? Tend to Disagree Disagree Differences and Colors Differences to norms are shown as % points. s may include past surveys, parent groups, industry, national or high performance benchmarks. Responses For example: Score Historical Parent Group Company Overall Industry Employee Engagement 86-8* 3* 3* -10* 3 I have a good understanding of our goals. 84 2* 1-9* 2* 12 I have a good understanding of how my job contributes to achieving our goals * -1 0 Icons (if applicable) # (N) When a question number is shown in red it is a priority issue. Key driver question. On some questions disagreeing is the favorable response. * Statistically significant differences are indicated with asterisks and darker colors. They are meaningful differences, where we are 95% confident it did not occur by chance. The cut-off for significance varies according to the size of the groups being compared. Small groups require a bigger difference for it to be significant. -10* * Significantly lower vs comparison Lower, but not significant No Difference Higher, but not significant Significantly higher vs comparison 4

5 Categories vs. Multiple Benchmarks Score Sustainable Engagement University Culture * 8 n/a Leadership * 16* 17* Communication * 18* 17* Diversity & Inclusion 79 13* Operating Effectively * 12* 11* Empowerment * 11* 12* Supervision * 9* 12* Working Relationships * 10* 6 Performance Evaluation * 8 12* Career Development Stress, Balance, & Workload * 11* 14* Pay & Benefits * 18* 5

6 Sustainable Engagement Sustainable Engagement I am proud to be associated with UK * 5 11* 11 I work beyond what is required to help the University succeed I believe strongly in the goals and mission of the University * 3 11* I have the equipment/resources I need to do my work effectively * 8* 11* There are no substantial obstacles at the University to doing my work well * My department is able to meet our work challenges effectively * My colleagues usually get along well together My work gives me a sense of personal accomplishment I am able to sustain the level of energy I need throughout the work day

7 University Culture University Culture * 8 n/a I think I could report instances of dishonest or unethical practices to the appropriate level of authority without fear of reprisal. We have an institutional culture that promotes collaboration * 7 n/a * 4 n/a 43 UK is highly regarded by its faculty/staff * 13* 14* 7

8 Leadership Leadership * 16* 17* 2 UK leadership decisions are consistent with the values * 12* 14* 14 There is sufficient contact between leadership and faculty/staff at UK * 13* 25* 24 I have confidence in the decisions made by UK leadership * 18* 20* I think action will be taken based on the problems identified in the survey. Faculty/Staff are treated with respect here regardless of their position * 24* 26* 18* * 12* 6 8

9 Communication Communication * 18* 17* 3 19 UK does an excellent job of keeping faculty/staff informed about matters affecting us. Sufficient effort is made to get the opinions and thinking of faculty/staff * 18* 20* * 18* 14* 9

10 Diversity & Inclusion Diversity & Inclusion 79 13* UK leadership recognizes and respects the value of human differences * 13* 9* 12* 28 I feel a sense of community at UK * 9* n/a UK effectively addresses campus incidents of intolerance and bigotry. I feel that UK leadership supports equal opportunity for all faculty/staff * 3 5 n/a 71 14*

11 Operating Effectively Operating Effectively * 12* 11* 4 My department operates effectively * 8* 14* 32 Decisions at UK are made at the appropriate level * 17* n/a 45 In my opinion, decisions at UK are made in a timely manner * 10* 9 11

12 Empowerment Empowerment * 11* 12* The information I need to do my work is readily available. UK has established a climate where people can challenge our traditional ways of doing things. I am satisfied with my involvement in decisions that affect my work. I am satisfied with the procedures available for resolving faculty/staff complaints. Colleagues in my department are encouraged to come up with innovative solutions to work-related problems. I have a very clear idea of the responsibilities for my faculty/staff position * * 9 10* 20* * 12* 17* 64 19* 15* 17* n/a * 16* 12*

13 Supervision Supervision * 9* 12* 38a 38b 38c My Department Chair/Director/Dean/Supervisor: Treats me with respect My Department Chair/Director/Dean/Supervisor: Communicates effectively My Department Chair/Director/Dean/Supervisor: Gives me regular feedback on my performance My Department Chair/Director/Dean/Supervisor effectively works with people who are different from him- or herself. My supervisor does a good job of building teamwork. (staff only) * 5 8* * 8* 9* * 11* 20* * 9* 10* * 10* 12* 13

14 Working Relationships Working Relationships * 10* 6 12 People in my department treat each other with respect * 9* n/a There is a strong feeling of trust between members of my department. Differing opinions are openly discussed in reaching decisions in my department. There is a great sense of collaboration and collegiality at UK. In my department, our meetings/briefings are generally informative and useful. My colleagues/the people I work with are willing to help each other, even if it means doing something outside their usual activities * 13* n/a 76 17* 23* 16* * 14* 9* n/a * 10* n/a

15 Performance Evaluation Performance Evaluation * 8 12* 7 At UK, I understand how my work performance is evaluated * 6 17* 36 At UK, I think my work performance is evaluated fairly * Where I work, my colleagues are accountable for following through on what they have promised * 13* n/a 15

16 Career Development Career Development I believe I have the opportunity for personal development and growth at the University In my opinion, the most competent people get promoted I think the University is doing a good job of retaining its most talented faculty and staff. At UK, there are sufficient opportunities for me to receive training to improve my skills in my current faculty/staff position. I have a reasonably good idea of my possible career paths at UK. (staff only) * 14* * 9* 16* * -9* -11* 16

17 Stress, Balance, & Workload Stress, Balance, & Workload * 11* 14* My work schedule allows sufficient flexibility to meet my personal/family needs. Work is usually appropriately distributed among faculty/staff in my department. I find it very difficult to balance my work and my personal responsibilities.(n) Overall, the physical working conditions at my location are satisfactory (e.g., ventilation, temperature, space to work). There is usually sufficient staffing in my department to handle the workload. The amount of stress I experience at work significantly reduces my effectiveness.(n) * 15* 19* * 10* n/a 73 15* * 22* 27* * 12* n/a 17

18 Pay & Benefits Pay & Benefits * 18* From what I hear, our benefits are as good as or better than the benefits in similar institutions. From what I hear, our pay is as good as or better than the pay in similar institutions * 11* 30*

19 Retention Retention n/a n/a n/a n/a 56 At the present time, are you seriously considering leaving UK? * 19

20 Key Drivers of Sustainable Engagement - Overall Overall 2015 Overall 2017 Overall 2017 Score 9 12* 11* 12* 79 Empowerment 13* Diversity & Inclusion Sustainable Engagement 7 12* 11* 14* 76 Stress, Balance, & Workload 20

21 Key Driver Items of Sustainable Engagement - Overall Score 2 10* Empowerment: The information I need to do my work is readily available. 7 12* 12* 17* 79 Empowerment: I am satisfied with my involvement in decisions that affect my work. 5 12* 9* n/a 81 14* Diversity & Inclusion: I feel a sense of community at UK. Diversity & Inclusion: I feel that UK leadership supports equal opportunity for all faculty/staff. Sustainable Engagement 8 16* 15* 19* 77 Stress, Balance, & Workload: Work is usually appropriately distributed among faculty/staff in my department * 22* 27* 78 Stress, Balance, & Workload: There is usually sufficient staffing in my department to handle the workload. 21

22 Overview Responses ( Score) Results vs Out Of 13 Categories Have Improved 1 Most Improved Diversity & Inclusion 13* Leadership 10 Communication 9 Results vs. 12 Out Of 12 Categories Are Above Most Pay & Benefits 18* Leadership 17* Communication 17* Strengths Pay & Benefits, Sustainable Engagement Opportunities Career Development, Sustainable Engagement 22

23 Strengths and Opportunities Strengths % Historical Parent Overall Our strengths: We should continue to build on these From what I hear, our benefits are as good as or better than the benefits in similar institutions. I believe strongly in the goals and mission of the University * 11* 30* * 3 11* 1 I am proud to be associated with UK * 5 11* Opportunities % Historical Parent Overall Our opportunity areas: These are our priority areas to focus on I have a reasonably good idea of my possible career paths at UK. (staff only) My colleagues usually get along well together * -9* -11* I am able to sustain the level of energy I need throughout the work day Note: Strengths/Opportunities are based on several factors, such as absolute scores, differences from benchmarks, and impact on engagement. 23