University wide Report Delivering quality survey, research and analysis solutions

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1 University wide Report Delivering quality survey, research and analysis solutions Teesside University Staff Survey 2012 January 2013 Project number: 5927

2 Organisational Contact Information Address: Capita Surveys and Research Spa House Hookstone Park Harrogate North Yorkshire HG2 7DB Tel: Fax: Web:

3 PART A: Key Employee Engagement and Organisation Climate Indicators The following tables compare some of the key results from the survey for Teesside University in relation to the other Higher Education Institutions CAPITA supported to undertake a staff survey in The tables on the following pages show the key questions included in the survey that measure employee engagement, i.e. motivated and involved employees, who are supporters of Teesside University and organisation climate i.e. how things are in the work environment. Positive responses to these questions demonstrate high levels of employee job satisfaction which leads to Teesside University providing a good quality service to client groups. Making comparisons with other Higher Education Institutions helps put the employee engagement results into context and highlight the University s strengths and areas for improvement. However, the comparisons are not used on their own to decide the issues for improvement within Teesside University. The negative perceptions from staff responding to the survey may not be the same as those identified by the HEI comparisons, but should also be considered as areas for improvement. The employee engagement and organisation climate tables The tables on the following pages show the agree percentages for Teesside University compared to the average 1 score of other HEIs. The information in the final column of the tables indicates whether Teesside University s score is statistically significantly different when compared to other HEIs. Statistical significance does not necessarily mean it is an important difference. What it does indicate is where a real difference exists between the Teesside University score and the average HEI score and the difference isn t just by chance related to some other factor such as the response rate, or the size of the organisation etc. Statistical significant differences highlighted in red show a poorer score than the benchmark for other HEIs, whereas a difference highlighted in green shows a better score. 1 In this case the average is the median i.e. the middle value in the range of scores for the other HEIs.

4 Employee Engagement and Organisation Climate Table 1: (s where a high score is a good result) Survey Ref Q1.2 My line manager/immediate supervisor helps me find a good work life balance Teesside University 2012 agree % HEI Norm agree % Statistically Significant Difference 75% 72% Yes Q2.1 The University is a good place to work 93% 89% Yes Q2.7 I feel part of the University 82% 76% Yes Q2.9 I feel valued by the University 67% 54% Yes Q2.11 I feel valued by client groups 86% 85% No Q2.14 I feel proud to work for the University 91% 87% Yes Q2.15 Would you recommend the University to a friend as a place to work? (excludes don t know ) 93% 87% Yes Q3.1 I feel the University delivers good quality service to client groups 94% 91% Yes Q4.1a The University s Corporate Executive Team (The Vice Chancellor s Executive, Deans and Directors) manage and 90% 71% Yes lead the University well (excludes don t know ) Q5.2 I am satisfied with my current role and level of responsibility 76% 74% No Q6.9 My line manager/immediate supervisor keeps me informed about things I should know about 75% 76% No Q7.3 Have you had a personal development review (PDR) meeting in the last twelve months? 77% 77% No Q8.3 I am satisfied with my current level of learning and development 72% 71% No Q9.2 I feel fairly paid for the work I do 74% 67% Yes Q10.5 I feel safe and secure in my working environment 94% 93% No Q11.1 Do you know how to report accidents and incidents? 80% 68% Yes Q12.3 I am satisfied with the support I get from my line manager/immediate supervisor Q15.6 On the whole, communication in the University is effective 80% 80% No 74% 63% Yes

5 Employee Engagement and Organisation Climate Survey Ref Table 2: (s where a low score is a good result) Teesside University 2012 agree % HEI Norm agree % Statistically Significant Difference Q12.11 Overall I feel unduly stressed at work 25% 30% Yes Q13.1 Are you currently being harassed or bullied at work? 4% 5% No Q14.6 Have you felt discriminated against at work in the last 12 7% 10% Yes months? Q17.1 I often think about leaving the University 30% 37% Yes Q18.10 Generally, more could be done to help staff prepare for and cope with change 56% 75% Yes

6 PART B Year on year comparison The tables on the following pages show the agree percentages for Teesside University for questions that are directly comparable to the 2009 staff survey. The year on year comparison shows the statistically significant differences; issues that have improved are colour coded green and issues that have deteriorated are colour coded red. A year on year comparison of all the questions which can be measured revealed 17 issues were statistically significantly different; seven issues have improved and ten issues have deteriorated. Table 3: Statistically significant improvements 2012 Agree % 2009 Agree % Difference (percentage points) Q12.9 I am able to take a break on most days 73% 61% 12% Q4.4 The University s Corporate Executive Team (The Vice Chancellor s Executive, Deans and Directors) listen to and respond to the views of staff Q10.1 I have a comfortable work space (including temperature, lighting, etc.) Q11.2 I feel the University is interested in my health and well being Q14.5 b I feel the University acts fairly, regardless of ethnic background, gender, religion/cultural belief, sexual orientation, disability, marital/civil partnership status, pregnancy/maternity, age or being transgender with regard to career progression/promotion Q14.4d I feel the University respects equally people of different ages Q14.5a I feel the University acts fairly, regardless of ethnic background, gender, religion/cultural belief, sexual orientation, disability, marital/civil partnership status, pregnancy/maternity, age or being transgender with regard to recruitment 73% 62% 11% 74% 67% 8% 81% 74% 7% 91% 86% 5% 96% 92% 4% 96% 93% 3%

7 Table 4: Statistically significant deteriorations 2012 Agree % 2009 Agree % Difference (percentage points) Q2.12 I feel my job security at the University is good 76% 86% 10% Q15.1 I receive information in a timely way 75% 83% 9% Q15.2 The information I receive is straightforward and I understand it 82% 89% 7% Q16.2 I feel able to voice my opinions 72% 78% 6% Q16.3 If I want to put forward new ideas or suggestions for improvement, I know how to do so Q8.3 I am satisfied with my current level of learning and development Q7.3 Have you had Personal Development Review (PDR) in the last 12 months? Q8.2 I feel that I am given the same opportunities to develop as other staff Q9.3 Overall, I feel the University offers a good pay and reward package 80% 86% 6% 72% 77% 6% 77% 83% 6% 74% 79% 5% 83% 88% 5% Q2.13 I m not interested in the University; to me it s just a job 10% 6% 4%

8 PART C Areas of Strength To identify the areas of strength in Teesside University all the agree/disagree questions are ranked according to the values assigned to each question. Those questions generating the most positive values i.e. with a score above are listed below. Treating people equally Most respondents said the University respects equally people of different sexual orientation, nationality/ethnicity, religions/cultural beliefs, genders, ages and people who are disabled and not disabled. Most respondents are aware of the University s Equal Opportunity Policy, believe the University is committed to equality of opportunity for all of its staff and are satisfied with their level of awareness of equality and diversity issues and how to react appropriately with colleagues. In addition, most respondents feel they are given the same opportunities to develop as other staff. Most respondents said the University acts fairly, regardless of ethnic background, gender, religion/cultural belief, sexual orientation, disability, marital/civil partnership status, pregnancy/maternity, age or being transgender with regard to recruitment and career progression/promotion. Clarity of role and responsibility Most respondents have a clear understanding of their role, what they are expected to achieve in their job and expected standards of performance and behaviour. They are satisfied with their current role and level of responsibility and can decide on their own how to go about doing their work. Job satisfaction Most respondents feel trusted to do their job and said the University is a good place to work. They also said they enjoy their work, their work is varied and interesting to them, they feel proud to work for the University and they are interested in the University, to them it is not just a job. Most respondents also said their work gives them a sense of personal achievement and they feel inspired to do their best work every day. Most respondents do not often think about leaving the University and they are not actively seeking to leave the employment of the University. Working environment Most respondents feel safe and secure in their working environment, have a clean and comfortable work space and have the right equipment to do their job. In addition, most respondents do not feel it is too noisy in their work area. Line managers Most respondents said their line manager/immediate supervisor respects and values them, is approachable, available when needed and supportive in a personal crisis. They also said their line manager/immediate supervisor has sufficient authority to make decisions, gives them recognition for work done well, understands the specialist aspects of their work, ensures they have the skills to be 2 Values are assigned to each response i.e. Agree = 4; Tend to Agree = 3; Tend to Disagree = 2; Disagree = 1 (scores are reversed for negatively phrased questions). Values for each participant s response are added together to generate an overall question score. It is possible that 2 questions with the same aggregate percentage may have different question scores, so one may appear as an area of strength or improvement while the other does not.

9 able to do their job well and provides them with help and support to enable them to achieve their objectives. Most respondents said their line manager/immediate supervisor keeps them informed about things they should know about and involves them in decisions made that affect them in their own area of work. Quality of service Most respondents feel the University and their School/Department delivers good quality service to client groups. They also said they have enough freedom to do what is necessary to put client groups first every time. Working together Most respondents said people are willing to help each other even if it means doing something outside their usual activities and they are satisfied with the support they receive from work colleagues and their line manager/supervisor. Most respondents feel they belong to a team. Culture and values Most respondents said they could explain to someone who doesn t work there what the University is trying to achieve. Feeling valued Most respondents said they feel valued by their colleagues and by client groups. In addition, most respondents feel part of the University and their School/Department. Work life balance Most respondents said they could approach their manager to talk openly about flexible working options e.g. flexitime, and said their manager helps them to find a good work life balance. Most respondents feel they have a good work life balance. Most respondents said the University provided good support to help them balance their work and personal commitments. Communication Most respondents feel University communications coordinated and issued to staff by the Marketing and Student Recruitment Department is effective, and also feel direct communication between the University s Corporate Executive Team and staff is effective. Most respondents agreed the University strategy and values are communicated clearly and prominently to staff and most said they know how to access published University strategies, policies and committee minutes. Most respondents said they information they receive is straightforward and understandable and they receive enough information to get on with their job. In addition, most respondents said if they want to put forward new ideas or suggestions for improvement, they know how to do so. Employee pay and benefits Overall, most respondents feel the University offers a good pay and reward package.

10 PART D Areas for Improvement To identify the areas of improvement in the University all the agree/disagree questions are ranked according to the values assigned to each question. Those questions generating the most negative values i.e. with a score below are listed below. Workload and bureaucracy Many respondents said they have had to put in a lot of extra time in the last 12 months to meet the demands of their workload and they often worry about work outside their working hours. Many also feel too many approvals are needed for routine decisions. Career progression Many respondents do not feel there are opportunities for career progression for them in the University. Managing change Many respondents agreed more could be done to help staff prepare for and cope with change. 3 Values are assigned to each response i.e. Agree Strongly = 4; Agree = 3; Disagree = 2; Disagree Strongly = 1 (scores are reversed for negatively phrased questions). Values for each participant s response are added together to generate an overall question score. It is possible that 2 questions with the same aggregate percentage may have different question scores, so one may appear as an area of strength or improvement while the other does not.