2018 Staff Engagement Survey Executive Summary Report. University of Missouri-Columbia School of Medicine

Transcription

1 2018 Staff Engagement Survey Executive Summary Report University of Missouri-Columbia School of Medicine

2 PREFACE StandPoint Surveys TM is a collaborative partnership between the Association of American Medical Colleges (AAMC) and U.S. medical schools around the country focusing on measuring and enhancing medical school faculty and staff engagement. This evidence-based initiative was designed to build capacity for academic medical centers to understand and develop the organizational cultures and talent management practices more likely to attract and retain excellent faculty and staff. The StandPoint Staff Engagement Survey assesses levels of U.S. medical school staff engagement defined as the emotional and cognitive attitudes that staff members have toward their workplace experiences and behavioral outcomes such as effort and retention. Please refer to the Executive Summary section of this report to review the survey dimensions. Report Contents The following report contains the results from University of Missouri-Columbia School of Medicine participation in the StandPoint Surveys initiative and its administration of the StandPoint Staff Engagement Survey. Contents of this institutional report include the following: An Executive Summary that contains: o A brief methodology section with information on the survey dimensions, survey administration, and population and participant characteristics o Instructions for interpreting the executive summary and its data displays o Displays of your institution s results including tables and graphs of global satisfaction items highlighting staff group differences and easy-to-interpret survey dimension summary scores o Benchmarking comparisons between your institution, your selected peer group, and all schools participating in the cohort. Appendices that contain: o A more detailed methodology section that includes data analysis techniques applied and detailed survey population information o A copy of the StandPoint Staff Engagement Survey items A Comprehensive Data Report that contains: o Frequency distributions, means, and other statistical reporting of all survey items o Data breakouts across staff demographic groups o Data breakouts across departments o Benchmarking comparisons between your institution, your selected peer group, and all schools participating in the cohort.

3 Contact If you have any questions about your report, please contact StandPoint: StandPoint Surveys Association of American Medical Colleges 655 K Street NW Suite 100 Washington, DC StandPointSurveys@aamc.org Phone: Copyright and Reproduction 2018 Association of American Medical Colleges. This report and its appendices, in whole or in part, may be reproduced and distributed for internal medical school or college purposes only. Portions of this report and its appendices may be reproduced and distributed to external organizations provided that: (a) peer benchmark data and survey instrument are not included; (b) survey items are paraphrased and not reproduced in their entirety; and (c) cohort data are not used without prior permission from the AAMC.

4 EXECUTIVE SUMMARY The Executive Summary provides an overview of the StandPoint Staff Engagement Survey dimensions, the survey administration, population and participant characteristics, and your institution s results. This section of the report also compares a summary of your results to the four peer institutions you chose for comparison and to all medical schools in the cohort. Survey Dimensions The survey consisted of items that measure staff engagement and that assess workplace factors that may impact staff engagement (e.g., satisfaction with staff-related institutional policies and practices). The following table displays the survey dimensions and descriptions of the items that compose these dimensions: Table 1: Survey Dimensions Dimension Name My Job Resources Focus on Medical School Mission Workplace Culture Department/Work Unit Leadership Medical School Governance Relationship with Supervisor Feedback and Mentoring Opportunities for Career and Professional Growth Collegiality and Collaboration Compensation and Benefits Human Resources Policies Staff Recruitment and Retention Clinical Practice Global Satisfaction Demographic Information Employment Information Dimension Description Role clarity and organizational commitment Staffing, technology, and physical resources Clarity of school mission and accomplishment of mission Whether the workplace culture cultivates teamwork, innovation, and other ideals Opportunities for staff participation indecision-making; communication from the work unit leadership; transparency of work unit finances Opportunities for staff participation in governance; communication from the dean s office; transparency of medical school finances Supervisor s support of individual goals; good communication Opportunities for mentoring and feedback on career performance Opportunities for training and professional development; opportunities for advancement Personal "fit" (i.e., sense of belonging); interactions with colleagues; opportunities to collaborate; appreciation by colleagues Evaluation of overall compensation; health and retirement benefits Consistent application of HR policies; policies support work/life balance Success in hiring and retaining high quality staff; Success in hiring diverse staff and leaders Ability to provide high quality care; how well the clinical practice functions overall Overall satisfaction with work unit and medical school as places to work, including two open-ended questions to solicit suggestions for improvement Demographic information regarding gender, race, age etc. Length of employment; type of position; primary work location 1

5 Interpreting the Presentation of Data Frequencies Most survey items used a five-point response scale. For this Executive Summary, we grouped the top two response options (e.g., strongly agree or agree) and bottom two response options (e.g., strongly disagree or disagree) and presented those combined percentages for ease of interpretation. See the Comprehensive Data Report section for the full frequency distribution of response options for each survey item across demographic groups and function. Means In addition to frequencies, this report displays the means of numerical and five-point response scale items. Unweighted means are also provided across demographic groups and function. See the Comprehensive Data Report section for all survey item means across demographic groups and function. Summary Scores StandPoint Surveys created summary scores representing conceptually-related items with compatible scales (e.g., all agreement response scales) within the survey dimensions. To be concise, we often present just the top two response options (e.g., percent strongly agree or agree), though summary scores can be calculated across all response options and as means. The summary scores are calculated from the following items within the survey dimensions as shown in Table 2. Table 2: Summary Scores Shown by Survey Dimension and Item Number Dimension Name Dimension Description My Job My Job (Q8a-e) Resources Resources (Q9a-e) Focus on Medical School Focus on Medical School Mission (Q10a-f) Mission Workplace Culture Workplace Culture (Q11a-e) Department/Work Unit Department/Work Unit Leadership (Q13a-e, Q14a-c) Leadership Medical School Governance Medical School Governance (Q15a-e, Q16a-c) Relationship with Supervisor Relationship with Supervisor (Q18a-e) Opportunities for Career and Growth Opportunities (Q22a-f) Professional Growth Collegiality and Collaboration Collegiality and Collaboration (Q23a-f, Q24a-d) Compensation and Benefits Compensation and Benefits (Q25a-e) Human Resources Policies HR Policies (Q26a-e) Staff Recruitment and Staff Recruitment and Retention (Q28a-g) Retention Clinical Practice Clinical Practice (Q30a-g) * Note: A summary score may not have the same name as the survey dimension because it represents a small subset of items from that dimension due to response-scale incompatibilities, or because we have broken up the dimension into different summary scores representing items that are more strongly related conceptually within that dimension.. 2

6 Survey Administration The AAMC administered the StandPoint Staff Engagement Survey from January 2015 to May 2018 via the web to all full-time and part-time medical school staff members at the following participating institutions: Duke University School of Medicine Department of Medicine Eastern Virginia Medical School Geisinger Commonwealth School of Medicine Loma Linda University School of Medicine Michigan State University College of Human Medicine University of California, Riverside, School of Medicine University of Louisville School of Medicine University of Missouri, Columbia, School of Medicine University of New Mexico School of Medicine University of Oklahoma College of Medicine University of South Florida Morsani College of Medicine University of Tennessee Health Science Center College of Medicine University of Texas Medical Branch University of Utah Health Sciences Benchmarking Comparisons This report contains your institution s results in comparison to all StandPoint Staff Engagement Survey cohort institutions a grouping that contains your own institution, so that you can see the overall results for the entire cohort and to the four institutions you selected as your peer group. Your Peer Group As noted, your results will be compared to the four institutions you selected as your peer group. The four medical schools that your institution selected were as follows: University of Louisville School of Medicine University of New Mexico School of Medicine University of Tennessee Health Science Center College of Medicine University of Texas Medical Branch 3

7 Survey Population and Response Rates The survey population was determined by a database of medical school staff that institutions provided to StandPoint Surveys. Survey respondents were defined as those staff members who answered at least one question after item 6 (i.e., after the demographic items). Thus, participants must have completed a minimum of one core survey item to be included in our analysis of results. The number of survey respondents displayed for a given item refers to the number of survey-eligible and valid respondents who answered a given item. Table 3 displays the survey response rates by respondent characteristics for your institution, your institution s peer group, and your cohort. Table 4 displays the number of staff eligible to participate in the survey (i.e., the population) and the total number of respondents. Table 3: Population Data and Response Rates by Respondent Characteristics Numbers at Your Institution Response Rates Population Survey Respondents Your Institution Your Peer Group All StandPoint Institutions All Staff % 48.5% 51.3% Employment Type Full-Time % 63.9% 58.9% Part-Time N/A N/A N/A 21.6% 20.9% Exemption Status Exempt % 62.4% 67.0% Non-Exempt % 52.9% 60.5% Position Type Support/Specialist Staff N/A 669 N/A N/A N/A Manager/Leader N/A 143 N/A N/A N/A Gender Male % 40.0% 41.5% Female % 51.8% 54.5% Race/Ethnicity Majority (i.e., White or Asian) % 51.9% 57.4% Minority (i.e., all other) % 42.2% 46.3% Note: StandPoint Surveys did not collect staff population data on position type, so response rates could not be calculated for this group. Additionally, race data was not available for all staff in the sample. Table 4: Population Data and Response Rates by Comparison Groups Your Institution Your Peer Group All StandPoint Institutions Number of Staff Eligible for Survey Number of Respondents Response Rate 82.2% 48.5% 51.3% 4

8 RESULTS OVERVIEW Summary Scores across All Staff StandPoint Surveys created summary scores representing conceptually-related items with compatible scales (e.g., all agreement response scales) within the survey dimensions. Page 2 of this Executive Summary contains a table that displays the survey dimensions and item numbers from which these summary scores were calculated. The summary scores in Figure 1 represent the overall top two response options (e.g., strongly agree or agree) across all staff members at your institution. Figure 1: Summary Scores (Top Two %) across All Staff at Your Institution My Job 78% Resources 68% Focus on Medical School Mission Workplace Culture 74% 77% Department/Work Unit Leadership 67% Medical School Governance 47% Relationship with Supervisor 76% Growth Opportunities 54% Collegiality and Collaboration Compensation and Benefits HR Policies 71% 75% 74% Staff Recruitment and Retention 60% Clinical Practice 69% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% *Note: IRB requires suppression of data cells with n<5 respondents 5

9 Summary Scores by Respondent Characteristics Table 5 displays summary scores for the overall top two response options (e.g., strongly agree or agree) by employment type (full-time or part-time), exemption status (exempt or non-exempt), gender (male vs. female) race/ethnicity (majority [i.e., White or Asian] or minority [i.e., all other]), and position type (manager/leader vs. support/specialist staff). Table 5: Summary Scores (Top Two %) by Demographic Groups Summary Score Employment Type Exemption Status Gender Race/Ethnicity Position Type Full- Time Part- Time Exempt Nonexempt Male Female Majority Minority Support/ Specialist Manager/ Leader My Job 78% N<5 82% 76% 76% 79% 79% 78% 77% 83% Resources 68% N<5 68% 67% 64% 68% 68% 66% 67% 69% Focus on Medical School Mission Workplace Culture Department/ Work Unit Leadership Medical School Governance Relationship with Supervisor Growth Opportunities Collegiality and Collaboration Compensation and Benefits 77% N<5 78% 77% 74% 78% 79% 66% 78% 77% 74% N<5 73% 74% 69% 74% 74% 70% 74% 73% 67% N<5 71% 64% 67% 67% 70% 71% 66% 73% 47% N<5 49% 39% 49% 47% 48% 37% N<5 47% 76% N<5 80% 73% 74% 76% 76% 74% 75% 78% 54% N<5 54% 54% 54% 54% 54% 60% 53% 57% 75% N<5 80% 72% 75% 75% 76% 73% 74% 81% 74% N<5 77% 71% 75% 74% 74% 71% 73% 78% HR Policies 71% N<5 71% 71% 72% 71% 71% 74% 70% 76% Staff Recruitment and Retention Clinical Practice 60% N<5 63% 58% 60% 60% 61% 53% 60% 61% 69% N<5 69% 68% 65% 70% 68% 83% 67% 84% 6

10 Top 10 and Bottom 10 Survey Items The following lists display the top 10 survey items at your institution (i.e., the items with the highest percentage of staff choosing the top two response options on scales of agreement or satisfaction and the bottom 10 survey items at your institution (i.e., the items with the lowest percentage of staff choosing the top two response options on scales of agreement or satisfaction). Top 10 Survey Items at Your Institution: Top two % Top survey items Q25b Satisfaction with health benefits Q30f Satisfaction with my ability to provide a high quality of patient care in this location Q20 Receiving regular feedback about my job performance is important to me Q26c I am satisfied with our school's policies for sick and vacation leave Q24a My work unit colleagues are respectful of my efforts to balance work and home responsibilities Q30g Satisfaction with how well this clinical location functions overall as it relates to patient care Q21b I am satisfied with how frequently I receive feedback from my unit head/supervisor Q23a The quality of personal interaction I have with work unit colleagues Q8e I feel personally driven to help this medical school succeed Q8b My day-to-day activities give me a sense of accomplishment Bottom 10 Survey Items at Your Institution: Top two % Bottom survey items 1. Q16c Staff can express their opinions about the medical school leadership without 36.8 fear of retribution Q16a The pace of decision making in the dean s office is reasonable 3. Q16b There are sufficient opportunities for staff participation in the governance of 38.2 this medical school 4. Q22c I am satisfied with the opportunities to advance my career at this medical 43.0 school Q21d Having a formal mentor at my institution is important to me Q28c My medical school is successful in retaining high quality staff Q22d I am satisfied with the opportunities to advance my career at this university Q15b Senior leadership is transparent about medical school finances 9. Q30b Satisfaction with senior leadership s transparency regarding clinical finances at 47.1 my clinical practice location Q9a My work unit has enough staff to handle our workload 7

11 GLOBAL ENGAGEMENT This section of the Executive Summary displays data on measure of global engagement items: satisfaction with your medical school, satisfaction with your department, whether you would again choose to work at your medical school, and whether you would recommend the medical school to others as a place to work. In addition, we provide data on the survey item asking staff members whether they have any plans to leave their institution in the near future. Satisfaction with Your Medical School Staff members responded to the question, All things considered, how satisfied or dissatisfied are you with your medical school as a place to work? Figure 2 displays global satisfaction ratings with University of Missouri-Columbia as a place to work. In Figure 3, your institution s satisfaction ratings are compared to those of your peers and all institutions in the StandPoint Surveys cohort. Figure 2: Satisfaction with University of Missouri-Columbia School of Medicine 1% 6% 24% 54% 15% 0% 20% 40% 60% 80% 100% Very Dissatisfied Dissatisfied Neither Satisfied nor Dissatisfied Satisfied Very Satisfied Figure 3: Satisfaction with Medical School Comparison to Your Peer Group and the Cohort 100% 80% 60% 40% 20% 0% 69% 71% 72% 24% 22% 22% 7% 7% 6% Missouri Your Peer Group All StandPoint Surveys Institutions Very Satisfied or Satisfied Neither Satisfied nor Dissatisfied Very Dissatisfied or Dissatisfied Mean

12 Satisfaction with Your Medical School by Respondent Characteristics Table 6 displays the ratings for global satisfaction with your medical school segmented by employment type (full-time or part-time), exemption status (exempt or non-exempt), position type (manager/leader vs. support/specialist staff), gender (male or female), and race/ethnicity (majority [i.e., White or Asian] or minority [i.e., all other]). Table 6: Differences in Global Satisfaction with Medical School by Respondent Characteristics Respondent Characteristic Number of Respondents Very Satisfied or Satisfied Neither Satisfied nor Dissatisfied Very Dissatisfied or Dissatisfied Mean All Staff % 23.7% 7.5% 3.75 Employment Status Full-time % 23.7% 7.5% 3.75 Part-time N/A N/A N/A N/A N/A Exemption Status Exempt % 22.9% 9.1% 3.73 Non-Exempt % 24.3% 6.3% 3.76 Position Type Support/Specialist Staff % 23.7% 6.6% 3.76 Manager/Leader % 23.7% 11.9% 3.70 Gender Male % 19.8% 8.3% 3.79 Female % 24.4% 7.4% 3.74 Race/Ethnicity Majority % 22.9% 7.5% 3.76 Minority % 32.8% 6.9%

13 Global Satisfaction with Your Department/Work Unit Figures 4 displays responses to the item, All things considered, how satisfied or dissatisfied are you with your department/work unit as a place to work? These data are broken out by your departments/work unit categories. Figure 4: Differences in Global Satisfaction by Department/Work Unit Anesthesiology & Perioperative Medicine (29) 7% 10% 83% Biochemistry (6) Centers (Kidney Program, Telehealth Network, & Health Prof. Consortium) (27) 8% 22% 100% 70% Child Health (all subspecialties & Administration) (52) 4% 8% 88% Dean's Office (46) 13% 15% 72% Dermatology (10) 10% 10% 80% Emergency Medicine (17) 6% 18% 76% Family and Community Medicine (36) 8% 17% 75% Health Mgmt. and Informatics (22) 9% 18% 73% Medical Education (40) 25% 13% 62% Medical Pharmacology & Physiology (14) 14% 86% Medicine (all subspecialties & Administration) (54) 20% 17% 63% Molecular Microbiology & Immunology (6) 33% 67% Neurology (8) 100% Nutrition & Exercise Physiology* (3) OB/GYN & Women's Health (18) 6% 11% 83% Ophthalmology (11) Orthopaedic Surgery (69) 2% 10% 100% 88% Otolaryngology (33) 3% 15% 82% Pathology & Anatomical Sciences (26) 11% 12% 77% Physical Medicine & Rehabilitation (9) 100% Psychiatry (24) 13% 8% 79% Radiology (17) 6% 94% Student Health Center (50) 6% 18% 76% Surgery (36) 14% 14% 72% University Physicians (115) 15% 19% 66% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% Very Dissatisfied or Dissatisfied Neither Satisfied nor Dissatisfied Very Satisfied or Satisfied *Note: IRB requires suppression of data cells with n<5 staff respondents. 10

14 Would Recommend Medical School to Others Figure 5 displays responses to the item, I would recommend this medical school to others as a place to work. These results are segmented by appointment status (full-time or part-time), exemption status (exempt or non-exempt), position type (manager/leader or support/specialist staff), gender (male or female), and race/ethnicity (majority [i.e., White or Asian] or minority [i.e., all other]), Figure 5: Differences in Recommending Medical School by Respondent Characteristics All Staff 8% 18% 74% Full-Time 8% 18% 74% Part-Time* Exempt 8% 17% 75% Non Exempt 8% 19% 73% Support/Specialist Staff 7% 19% 74% Manager/Leader 10% 18% 72% Male 11% 19% 70% Female 7% 18% 75% Majority 7% 18% 75% Minority 10% 23% 67% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% or Neither nor or *Note: IRB requires suppression of data cells with n<5 staff respondents. 11

15 Would Again Choose to Work at Medical School Figure 6 displays responses to the item, If I had it to do all over, I would again choose to work at this medical school. These results are segmented by appointment status (full-time or part-time), exemption status (exempt or non-exempt), position type (manager/leader or support/specialist staff), gender (male or female), and race/ethnicity (majority [i.e., White or Asian] or minority [i.e., all other]. Figure 6: Differences in Choice to Work at Medical School by Respondent Characteristics All Staff 7% 16% 77% Full-Time 7% 16% 77% Part-Time* Exempt 7% 14% 79% Non Exempt 6% 18% 76% Support/Specialist Staff 6% 16% 78% Manager/Leader 7% 17% 76% Male 8% 22% 70% Female 6% 16% 78% Majority 6% 16% 78% Minority 7% 26% 67% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% or Neither nor or *Note: IRB requires suppression of data cells with n<5 staff respondents. 12

16 Turnover Intentions Survey respondents indicated how likely they were to retire (Q32), leave the medical school (Q33), or leave academic medicine within the next two years (Q34). Figure 8 displays the results for your institution. Skip logic separates respondents based on answers to each question. (e.g. those responding highly likely or likely to retire are not asked about plans to leave the medical school). Figure 8a: Turnover Intentions regarding Likelihood of Retirement 2% 3% 5% 16% 74% 0% 20% 40% 60% 80% 100% Highly likely Likely Somewhat likely Unlikely Not at all likely Figure 8b: Turnover Intentions regarding Likelihood of Leaving Medical School 6% 7% 18% 37% 32% 0% 20% 40% 60% 80% 100% Highly likely Likely Somewhat likely Unlikely Not at all likely Figure 8c: Turnover Intentions regarding Likelihood of Leaving Academic Medicine 11% 15% 52% 17% 5% 0% 20% 40% 60% 80% 100% Highly likely Likely Somewhat likely Unlikely Not at all likely 13

17 NATURE OF WORK My Job Respondents indicated their agreement or disagreement with statements related to their independence at work, their sense of accomplishment, the clarity of their role, and their interest in doing more than expected in their position (Table 7). Table 7: My Job Item N or Neither nor or 2018 Mean I am satisfied with my autonomy at work % 10.4% 8.5% My day-to-day activities give me a sense of accomplishment % 9.5% 7.7% Job expectations have been clearly explained to me by my supervisor % 11.4% 10.2% My job lets me use my skills to the fullest % 15.0% 18.6% I feel personally driven to help this medical school succeed* % 13.4% 3.7% MY JOB SUMMARY SCORE 78.3% 11.9% 9.8% Q8: Please indicate your level of agreement or disagreement with the following statements. *Note: This item stated, "I am usually willing to give more than what is expected of me in my job" prior to Mean Resources Respondents indicated their agreement or disagreement with statements related whether or not they have the resources needed to perform their job successfully. (Table 8). Table 8: Resources Item N or Neither nor or 2018 Mean 2015 Mean My work unit has enough staff to handle our workload % 16.1% 36.2% I am satisfied with the technology available to me to successfully do my job % 11.5% 10.0% I am satisfied with my opportunities for job-related training % 21.2% 17.3% I have the necessary resources I need to perform successfully % 16.6% 10.8% My physical workspace is adequate for me to be successful in my role % 10.9% 11.7% RESOURCES SUMMARY SCORE 67.5% 15.3% 17.2% Q9: Please indicate your level of agreement or disagreement with the following statements. 14

18 FOCUS ON MEDICAL SCHOOL MISSION Respondents indicated their agreement or disagreement with items related to the University of Missouri- Columbia s mission (Table 9). Table 9: Focus on Medical School s Mission Item N or Neither nor or 2018 Mean 2015 Mean My medical school s mission is clear % 12.8% 4.7% Overall, my medical school is accomplishing its mission % 20.6% 4.9% The values of the medical school are carried out in the day-to-day operations % 22.6% 6.7% It is clear how my day-to-day activities support the medical school s mission % 18.3% 5.0% Overall, my school fosters excellence as a higher education institution % 16.9% 4.1% Diversity, inclusion, and equity are recognized as components of institutional excellence* % 13.6% 5.9% 4.03 N/A FOCUS ON MEDICAL SCHOOL MISSION SUMMARY SCORE 77.4% 17.4% 5.2% Q10: Please indicate your level of agreement or disagreement with the following statements *Note: This item was not included in the survey prior to Workplace Culture Respondents indicated their agreement or disagreement with whether the University of Missouri- Columbia s culture cultivates specific positive values (Table 10). Table 10: Workplace Culture Neither or nor or Item N Mean Mean Teamwork % 12.9% 12.2% Diversity % 13.6% 6.3% Innovation % 19.5% 8.4% Excellence in performance % 18.9% 9.2% Work/life balance* % 20.6% 11.0% 3.76 N/A WORKPLACE CULTURE SUMMARY SCORE 73.5% 17.0% 9.5% Q11: I feel that the workplace culture at this medical school supports... *Note: This item was not included in the survey prior to

19 DEPARTMENT/WORK UNIT LEADERSHIP Respondents indicated their agreement or disagreement with items related to the governance of their department/work unit (Table 11). Table 11: Department/Work Unit Leadership or Neither nor or Item N There is sufficient communication from work unit leadership to staff about the work unit Work unit leadership is transparent about department/unit finances* The priorities set by work unit leadership are clear The priorities set by work unit leadership are reasonable In general, the work unit priorities effectively support the institution The pace of decision making in the work unit is reasonable There are opportunities for staff participation in decision making within the work unit In general, the work unit leadership sets a good example to reflect our medical school s values DEPARTMENT/WORK UNIT LEADERSHIP SUMMARY SCORE Question 13-14: Please indicate your level of agreement or disagreement with the following statements. *Note: This item stated, Work unit leadership does a good job explaining finances to the staff, prior to Mean 2015 Mean % 13.7% 19.9% % 20.6% 17.1% % 16.2% 13.3% % 19.7% 8.5% % 18.1% 5.2% % 19.7% 18.5% % 21.0% 22.9% % 20.5% 9.4% % 18.7% 14.4%

20 MEDICAL SCHOOL GOVERNANCE Respondents indicated their agreement or disagreement with items related to the governance of the University of Missouri-Columbia School of Medicine (Table 14). Only those who had a management or leadership role were asked these questions. Table 12: Medical School Governance or Neither nor or 2018 Mean Item N There is sufficient communication from the dean s office to the staff about the medical % 28.5% 19.2% school Senior leadership is transparent about medical school finances* % 31.7% 21.5% The dean s priorities for the medical school are clear % 30.4% 15.2% The dean s priorities for the medical school are reasonable % 38.4% 9.6% In general, the dean s priorities are aligned with the medical school s mission % 35.6% 5.9% The pace of decision making in the dean s office is reasonable % 39.7% 22.3% There are sufficient opportunities for staff participation in the governance of this % 35.8% 26.0% medical school Staff can express their opinions about the medical school without fear of retribution % 35.2% 28.0% MEDICAL SCHOOL GOVERNANCE SUMMARY SCORE 47.1% 34.3% 18.6% Question 15-16: Please indicate your level of agreement or disagreement with the following statements. These questions were only asked to respondents who identified as a manager or leader (q3). *Note: This item stated, "Senior leadership does a good job explaining medical school finances to the staff" prior to RELATIONSHIP WITH SUPERVISOR Table 13 displays respondents level of agreement or disagreement with statements about their supervisor. Table 13: Relationship with Supervisor 2015 Mean Neither or nor or Item N Mean Mean I feel appreciated by my supervisor % 11.6% 10.5% My supervisor's behavior reflects this medical school s values My supervisor actively encourages my career development My supervisor listens to what I have to say My supervisor acknowledges superior work RELATIONSHIP WITH SUPERVISOR SUMMARY SCORE % 14.9% 6.5% % 18.4% 12.1% % 10.2% 11.4% % 13.8% 11.0% % 13.8% 10.3% Question 18: Please indicate your level of agreement or disagreement with each of the following statements about the supervisor who completes your performance review. 17

21 FEEDBACK AND MENTORING Respondents were asked to rate their agreement or disagreement with the importance and quality of the performance feedback and mentoring they receive at the University of Missouri-Columbia School of Medicine (Table 14). Survey skip logic only allowed those who responded that they received regular feedback to answer questions about the frequency of and satisfaction with the feedback they receive. Table 14: Feedback and Mentoring Item Receiving regular feedback about my job performance is important to me The feedback I receive from my unit head/supervisor is generally useful I am satisfied with how frequently I receive feedback from my unit head/supervisor Having a formal mentor at my medical school is important to me* N or Neither nor or 2018 Mean 2015 Mean % 12.8% 2.2% % 9.0% 3.1% % 12.9% 3.7% % 44.7% 11.2% 3.40 N/A Questions 20-21: Please indicate your level of agreement or disagreement with the following statements. *Note: This item was not included in the survey prior to OPPORTUNITIES FOR CAREER AND PROFESSIONAL GROWTH Table 15 displays respondents satisfaction with the opportunities and pace of professional advancement at the University of Missouri-Columbia and their satisfaction with opportunities for training and professional development. Table 15: Growth Opportunities Item N or Neither nor or 2018 Mean 2015 Mean New job opportunities at this medical school are important to me % 24.2% 4.5% I am familiar with potential career paths that I could pursue at this medical school % 25.0% 21.6% I am satisfied with the opportunities to advance my career at this medical school % 32.1% 24.9% I am satisfied with the opportunities to advance my career at this university % 31.5% 21.9% I am satisfied with my opportunities for job and/or skill based trainings % 22.6% 20.1% I am satisfied with my opportunities for stafffocused professional development % 26.5% 20.8% GROWTH OPPORTUNITY SUMMARY SCORE 54.0% 27.0% 19.0% Question 22: Please indicate your level of agreement or disagreement with the following statements. 18

22 COLLEGIALITY AND COLLABORATION Respondents indicated their agreement or disagreement with statements related to collegiality and collaboration at the medical school and within their department/unit, including their satisfaction with the quality of their interactions with department/unit colleagues, their sense of belonging, their sense of belonging, and their ability to collaborate with colleagues in medical school and within their department/unit (Table 16). Table 16: Collegiality and Collaboration Item N or Neither nor or 2018 Mean 2015 Mean I am satisfied with the quality of personal interaction I have with work unit % 10.2% 6.4% colleagues I am satisfied with the quality of professional interaction I have with work % 12.2% 8.7% unit colleagues I am satisfied with how well I fit (i.e., my sense of belonging) in my work unit % 13.2% 7.9% I am satisfied with how well I fit (i.e., my sense of belonging) in my medical % 29.0% 9.8% school I am satisfied with my opportunities to work with other staff across my work unit % 15.4% 7.1% I am satisfied with my opportunities to work with other work units and/or offices % 26.4% 13.2% in the medical school My work unit colleagues are respectful of my efforts to balance work and home % 10.5% 5.6% responsibilities My work unit colleagues usually get along well together % 10.9% 8.2% I feel appreciated by my work unit colleagues % 12.3% 9.0% Faculty and staff have positive working relationships at this medical school % 23.5% 9.7% COLLEGIALITY & COLLABORATION SUMMARY SCORE 75.1% 16.3% 8.6% Question 23-24: Please indicate your level of agreement or disagreement with the following aspects of your workplace culture. 19

23 COMPENSATION AND BENEFITS Respondents rated their satisfaction or dissatisfaction with their compensation and benefits (Table 17). Table 17: Compensation and Benefits Very Satisfied or Satisfied Neither Satisfied nor Dissatisfied Very Dissatisfied or Dissatisfied Item N Mean Mean My overall compensation* % 15.6% 33.0% Health benefits % 7.2% 3.6% Retirement benefits % 14.0% 11.3% Tuition benefits % 24.1% 3.5% My overall benefits package** % 14.1% 4.2% COMPENSATION AND BENEFITS 73.9% 15.0% 11.1% SUMMARY SCORE Question 31: Please indicate your level of satisfaction or dissatisfaction with each of the following aspects of compensation. *Note: This item stated, My total compensation prior to **Note: This item stated, Additional benefits, such as child care, etc. prior to HUMAN RESOURCES POLICIES Respondents indicated their agreement or disagreement with statements about the Human Resources Policies in place at University of Missouri-Columbia School of Medicine (Table 18). Table 18: Human Resources Policies or Neither nor or Item N Human Resources policies are consistently applied within my work unit Human Resources policies are consistently applied within the medical school School s policies for sick and vacation leave School s policies on flexible work schedules This medical school s policies support me in achieving work/life balance* HUMAN RESOURCES POLICIES SUMMARY SCORE Question 26: Please indicate your level of agreement or disagreement with the following statements. *Note: This item stated, This medical school s policies support me in achieving work/life integration prior to Mean 2015 Mean % 21.8% 12.5% % 31.2% 10.4% % 8.2% 6.9% % 15.7% 10.3% % 21.7% 7.9% % 19.6% 9.7%

24 STAFF RECRUITMENT AND RETENTION Table 19 displays respondents agreement or disagreement with whether the University of Missouri- Columbia and their departments are successful in recruiting and retaining high quality staff members and whether the school and their department is successful in diverse staff members. Table 19: Recruitment and Retention or Neither nor Item N My medical school is successful in hiring high quality staff members My work unit is successful in hiring high quality staff members My medical school is successful in retaining high quality staff members My work unit is successful in retaining high quality staff members My medical school is successful in recruiting diverse staff members My work unit is successful in recruiting diverse staff members Diversity is represented at all levels of the medical school* STAFF RECRUITMENT AND RETENTION SUMMARY SCORE Question 28: Please indicate your level of agreement or disagreement with the following statements. *Note: This item was not included prior to 2018 CLINICAL PRACTICE or 2018 Mean 2015 Mean % 34.3% 7.9% % 20.1% 12.0% % 35.7% 19.2% % 23.8% 21.6% % 27.6% 7.5% % 23.4% 9.3% % 25.7% 9.6% 3.70 N/A 60.4% 27.0% 12.6% Respondents who are actively engaged in the clinical care of patients were asked about their satisfaction with various aspects of the location where they spend most of their time in clinical practice. Table 20: Clinical Practice (all locations combined) Very Satisfied or Satisfied Neither Satisfied nor Dissatisfied Very Dissatisfied or Dissatisfied 2018 Mean Item N Opportunities for staff input in management or administrative decisions % 22.7% 20.5% Senior leadership s transparency regarding clinical finances* % 31.7% 21.3% The teamwork between physicians and other clinical staff % 10.9% 7.0% Communication from senior administrators % 21.5% 19.7% Location s responsiveness in meeting my requests as a care provider % 23.9% 7.8% My ability to provide a high quality of patient care in this location % 11.1% 3.6% How well this clinical location functions overall as it relates to patient care % 11.8% 4.8% CLINICAL PRACTICE SUMMARY SCORE 68.9% 19.0% 12.1% Question 30: Please indicate your level of satisfaction or dissatisfaction with each of the following statements based on your clinical practice location. *Note: This item stated, "Communication to staff about this location s financial status" prior to Mean 21

25 BENCHMARKING COMPARISONS Table 21 reflects the top two response options (e.g., percent strongly agree or agree) for survey agreement- and satisfaction-scale items across all respondents. These percentages are then compared to those of your peer group and the cohort. Table 21: Item Comparison to Peer Group and All StandPoint Surveys Institutions You Peer Cohort Top two Top two Top two MY JOB SUMMARY SCORE 78.3% 80.8% 80.7% 8a. I am satisfied with my autonomy at work 81.1% 82.2% 82.8% 8b. My day-to-day activities give me a sense of accomplishment 82.8% 81.2% 81.7% 8c. Job expectations have been clearly explained to me by my supervisor 78.4% 76.7% 76.8% 8d. My job lets me use my skills to the fullest 66.4% 67.9% 67.8% 8e. I feel personally driven to help this medical school succeed 82.9% 96.0% 94.5% RESOURCES SUMMARY SCORE 67.5% 66.1% 65.3% 9a. My work unit has enough staff to handle our workload 44.7% 49.7% 48.0% 9b. I am satisfied with the technology available to me to successfully do my job 78.5% 71.6% 71.7% 9c. I am satisfied with my opportunities for job-related training 61.5% 63.0% 61.3% 9d. I have the necessary resources I need to perform successfully 72.6% 69.6% 70.1% 9e. My physical workspace is adequate for me to be successful in my role 77.4% 76.5% 75.7% FOCUS ON MEDICAL SCHOOL MISSION SUMMARY SCORE 77.4% 73.5% 75.4% 10a. My medical school s mission is clear 82.5% 76.2% 78.6% 10b. Overall, my medical school is accomplishing its missions 74.5% 72.6% 74.0% 10c.The values of the medical school are carried out in the day-to-day operations 70.7% 67.5% 70.6% 10d. It is clear how my day-to-day activities support the medical school s missions 76.7% 74.9% 74.9% 10e. Overall, my school fosters excellence as a higher education institution 79.0% 75.9% 78.0% 10f. Diversity, inclusion, and equity are recognized as components of institutional excellence 80.5% N/A 80.5% WORKPLACE CULTURE SUMMARY SCORE 73.5% 72.6% 73.6% 11a. I feel that the workplace culture at this medical school supports Teamwork 74.9% 70.7% 71.6% 11b. I feel that the workplace culture at this medical school supports diversity 80.1% 81.0% 80.0% 11c. I feel that the workplace culture at this medical school supports innovation 72.1% 69.5% 71.9% 11d. I feel that the workplace culture at this medical school supports excellence in performance 71.9% 68.9% 71.5% 11e. I feel that the workplace culture at this medical school supports work/life balance 68.4% N/A 68.4% DEPARTMENT/WORK UNIT LEADERSHIP SUMMARY SCORE 66.9% 63.4% 64.6% 13a. There is sufficient communication from work unit leadership to staff about the work unit 66.4% 63.6% 64.3% 13b. Work unit leadership is transparent about department/unit finances 62.3% 50.4% 50.6% 13c. The priorities set by work unit leadership are clear 70.5% 65.9% 67.1% 13d. The priorities set by work unit leadership are reasonable 71.8% 67.0% 68.4% 13e.In general, the work unit priorities effectively support the institution 76.7% 75.5% 75.7% 14a. The pace of decision making in the work unit is reasonable 61.8% 60.9% 61.1% 14b. There are opportunities for staff participation in decision making within the work unit 56.1% 56.7% 59.7% 14c. In general, the work unit leadership sets a good example to reflect our medical school s values 70.1% 67.7% 70.2% MEDICAL SCHOOL GOVERNANCE SUMMARY SCORE 47.1% 41.8% 47.8% 15a. There is sufficient communication from the dean s office to the staff about the medical school 52.3% 46.6% 51.2% 15b. Senior leadership is transparent about medical school finances 46.8% 31.7% 36.3% 22

26 15c. The dean s priorities for the medical school are clear 54.4% 50.5% 54.5% 15d. The dean s priorities for the medical school are reasonable 52.0% 49.4% 54.9% 15e. In general, the dean s priorities are aligned with the medical school s mission 58.5% 57.2% 60.6% 16a. The pace of decision making in the dean s office is reasonable 38.0% 34.7% 45.2% 16b. There are sufficient opportunities for staff participation in the governance of this medical school 38.2% 30.9% 37.8% 16c. Staff can express their opinions about the medical school without fear of retribution 36.8% 33.9% 42.3% RELATIONSHIP WITH SUPERVISOR SUMMARY SCORE 75.9% 77.5% 75.7% 18a. I feel appreciated by my supervisor 77.9% 79.9% 78.0% 18b. My supervisor's behavior reflects this medical school s values 78.6% 79.1% 78.0% 18c. My supervisor actively encourages my career development 69.5% 70.2% 68.3% 18d. My supervisor listens to what I have to say 78.4% 79.9% 78.5% 18e. My supervisor acknowledges superior work 75.2% 78.7% 75.7% FEEDBACK AND MENTORING Receiving regular feedback about my job performance is important to me 85.0% 87.1% 87.5% 21a. The feedback I receive from my unit head/supervisor is generally useful 87.9% 88.1% 88.4% 21b. I am satisfied with how frequently I receive feedback from my unit head/supervisor 83.4% 83.2% 82.4% 21d. Having a formal mentor at my medical school is important to me 44.1% N/A 44.1% GROWTH OPPORTUNITIES SUMMARY SCORE 54.0% 57.4% 57.3% 22a. New job opportunities at this medical school are important to me 71.3% 78.3% 77.3% 22b. I am familiar with potential career paths that I could pursue at this medical school 53.4% 55.7% 54.7% 22c. I am satisfied with the opportunities to advance my career at this medical school 43.0% 45.5% 47.1% 22d. I am satisfied with the opportunities to advance my career at this university 46.6% 50.9% 52.0% 22e. I am satisfied with my opportunities for job and/or skill based trainings 57.3% 59.9% 58.7% 22f. I am satisfied with my opportunities for staff-focused professional development 52.7% 54.5% 54.0% COLLEGIALITY AND COLLABORATION SUMMARY SCORE 75.1% 74.9% 75.6% 23a. I am satisfied with the quality of personal interaction I have with work unit colleagues 83.4% 81.1% 81.2% 23b. I am satisfied with the quality of professional interaction I have with work unit colleagues 79.1% 79.8% 80.3% 23c. I am satisfied with how well I fit (i.e., my sense of belonging) in my work unit 78.9% 78.9% 79.8% 23d. I am satisfied with how well I fit (i.e., my sense of belonging) in my medical school 61.2% 63.6% 65.8% 23e. I am satisfied with my opportunities to work with other staff across my work unit 77.5% 76.8% 77.5% 23f. I am satisfied with my opportunities to work with other work units and/or offices in the medical school 60.4% 63.6% 63.5% 24a. My work unit colleagues are respectful of my efforts to balance work and home responsibilities 83.9% 80.8% 81.0% 24b. My work unit colleagues usually get along well together 80.9% 79.8% 81.1% 24c. I feel appreciated by my work unit colleagues 78.7% 77.5% 77.3% 24d. Faculty and staff have positive working relationships at this medical school 66.8% 66.7% 68.2% COMPENSATION AND BENEFITS SUMMARY SCORE 73.9% 63.6% 65.4% 25a. My overall compensation 51.4% 51.1% 52.9% 25b. Health benefits 89.2% 79.6% 82.6% 25c. Retirement benefits 74.7% 79.3% 78.9% 25d. Tuition benefits 72.4% 67.1% 64.8% 25e. My overall benefits package 81.7% 37.8% 45.1% HUMAN RESOURCES POLICIES SUMMARY SCORE 70.7% 69.6% 69.6% 26a. Human Resources policies are consistently applied within my work unit 65.7% 64.5% 66.4% 26b. Human Resources policies are consistently applied within the medical school 58.4% 55.8% 59.1% 23

27 26c. School s policies for sick and vacation leave 84.9% 87.1% 83.6% 26d. School s policies on flexible work schedules 74.0% 72.1% 71.5% 26e. This medical school s policies support me in achieving work/life balance 70.4% 67.8% 67.2% STAFF RECRUITMENT AND RETENTION SUMMARY SCORE 60.4% 63.2% 64.4% 28a. My medical school is successful in hiring high quality staff members 57.8% 60.5% 64.4% 28b. My work unit is successful in hiring high quality staff members 67.9% 70.6% 71.6% 28c. My medical school is successful in retaining high quality staff members 45.1% 48.7% 52.9% 28d. My work unit is successful in retaining high quality staff members 54.6% 58.7% 59.4% 28e. My medical school is successful in recruiting diverse staff members 64.9% 66.7% 65.5% 28f. My work unit is successful in recruiting diverse staff members 67.3% 71.9% 70.2% 28g. Diversity is represented at all level of the medical school 64.7% N/A 64.7% CLINICAL PRACTICE SUMMARY SCORE 68.9% 59.6% 61.7% 30a. Opportunities for staff input in management or administrative decisions 56.8% 51.2% 51.3% 30b. Senior leadership s transparency regarding clinical finances 47.0% 40.1% 41.1% 30c. The teamwork between physicians and other clinical staff 82.1% 74.1% 74.7% 30d. Communication from senior administrators 58.8% 50.0% 49.9% 30e. Location s responsiveness in meeting my requests as a care provider 68.3% 59.0% 60.7% 30f. My ability to provide a high quality of patient care in this location 85.3% 72.3% 78.3% 30g. How well this clinical location functions overall as it relates to patient care 83.4% 69.6% 74.2% GLOBAL SATISFACTION ITEMS a. All things considered, how satisfied are you with your work unit as a place to work 73.4% 75.9% 76.6% 31b. All things considered, how satisfied are you with your medical school as a place to work 68.8% 71.3% 72.2% 35a. I would recommend this medical school to others as a place to work 74.0% 79.9% 80.0% 35b. If I had it to do all over, I would again choose to work at this medical school 77.1% 80.1% 80.9% 24

28 Extended Methodology Survey Design The StandPoint Staff Engagement Survey was developed and reviewed by experts in survey design and talent management from the AAMC and its member institutions. The AAMC conducted survey research with a sample of the GBA community members in April 2013 to assess how staff are organized across US medical schools. In August, the AAMC visited 4 member medical schools and conducted focus groups with over 100 staff to learn specifically about their day to day experiences, what drives their engagement, and what contributes to staff leaving their organizations. These data collection efforts were used to redesign the pre-existing AAMC StandPoint Faculty Engagement Survey into the AAMC StandPoint Staff Engagement Survey, The survey was tested in focus groups and a rigorous pilot study, which included a survey administration to the census of staff at 10 medical schools, after which we made further refinements to the instrument. The web-based survey was designed for full-time and part-time staff to assess their perceptions of satisfaction with their work-life. It consists of a set of standard items for all schools, however schools may add additional questions to address local needs. Topical issues addressed by the standard survey included the nature of staff members work, institutional culture, performance feedback, compensation and benefits, institutional governance and leadership, and clinical practice. Survey Administration and Reporting The AAMC conducts the survey administration and prepares the data reports for each institution. To complete these tasks, each school provided a database with names and addresses of eligible fulltime and part-time staff members to include in the survey. Over 16,000 staff are included in the combined survey database. Each participating institution was responsible for initiating a variety of pre-survey communications to its staff members notifying them of the survey and encouraging their participation. StandPoint Surveys schools utilized a number of different communication techniques prior to the administration to build momentum for participation. Approximately one week prior to the survey launch, the AAMC sent a prenotification about the survey from an administrator within their institution. Next, AAMC sent each staff member an invitation to participate that contained a unique and confidential web survey link. Over the course of the survey administration, AAMC sent reminder s to staff members who had not yet responded. Each communication from the AAMC was sent from the address, StandPointSurveys@aamc.org. Additionally, some individual institutions elected to send additional internal reminders to boost response rates. The AAMC designed universal templates for the Institutional Data Reports. The AAMC generated these reports by populating the templates with links to data tables produced using an automated process built using software designed for statistical analysis. 25