NOVA Behavioral Healthcare Corporation. Annual Employee Survey Report, ICF/MR. July, 2011

Transcription

1 BEHAVIORAL HEALTHCARE CORPORATION..lighting the way to new beginnings NOVA Behavioral Healthcare Corporation Annual Employee Survey Report, ICF/MR July, 2011 Overview Employee satisfaction has extensive effects on the operations of any organization, and these effects can be augmented in sectors based in interaction and relationship (i.e. human services). Therefore, it is important for NOVA-IC to regularly collect, analyze, and review data on employee satisfaction. This has been accomplished through semi-annual employee surveys that measure satisfaction in the following areas: Day-to-Day Job Duties, Supervision and Coworkers, Leadership/Management, Policies and Practices, and Working Conditions and Benefits. Each of these sections includes a series of statements which can be rated on a 1-3 scale (1= Disagree, 2= Agree, 3= Agree strongly). Survey results are a topic of high priority at Leadership Council meetings and have helped direct policy in the past. Nova Behavioral Healthcare ICF/MR management considers employee satisfaction to be comprehensive gauge of the company s health since its effects are farreaching. Uninvolved, dispassionate staff can have the following negative consequences: Diminished quality of service A disengaged employee is likely to be ineffective in the delivery of services to a consumer. This can manifest as an unwillingness to take an active role in the consumer s treatment, sub-standard documentation of services, skipped medication, or tardiness. As a result, the consumer and stakeholders may develop a negative opinion of NOVA-IC s operations. 1

2 Unhealthy work relationships Frustrated employees may antagonize their supervisors and co-workers. This may lead to unproductive, distressing interactions that detract from NOVA-IC s operations. It may also weaken collaborative efforts with supervisors and co-workers when consumer-related problems need to be addressed. Staff disregarding state regulations If an employee is unhappy with NOVA-IC, then they may actively disregard its policies and practices. Some of these policies were developed by state bodies and must be followed by NOVA-IC in order to operate legally. This may result in unapproved physical restraints, improper/missing documentation, or an unwillingness to report consumer incidents or staff misconduct. Citations by state agencies such as DFS would occur if such infractions were discovered. High employee turnover Unnecessarily high turnover is an indicator of wasted staff training and staff inexperience. NOVA-IC seeks to retain capable employees and provide them incentive to stay. Negative public relations During or after employment, an employee may actively speak against NOVA-IC and its operations. This would not only negatively affect NOVA-IC public image but also its ability to attract new, capable staff. The report will analyze all five sections of the survey individually, and the final part of the report will be an inclusive analysis. 2

3 Response Statistics Total # of Employees receiving surveys at NOVA ICF/MR 92 Total # of Surveys Returned 36 % Returned 39% Mean Rating by Category and Question 1 = Disagree 2 = Agree 3 = Strongly Agree Day-to-Day Job Duties 1. My abilities and skills are fully utilized 2. My workload is manageable 3. The overall training and education I receive is relevant to my job and needs 4. I am satisfied with my pay compared with pay for similar jobs in other agencies and organizations Section Mean Responses Analysis: The lowest score by far was related to rate of pay/wages that are received. The mean score was 1.44 last year but slightly improved to this year. The question was worded to be a comparison. In fact, a comparison to different agencies and organizations would have yielded a satisfactory response. Nova wages are very competitive with other organizations and agencies. However, it is noted that staff are dissatisfied with their salary. Given that there was a 5% Medicaid budget cut last year and projected budget cuts this year, salary raises could not be given although no positions from the ICF/MR program were rifted. Although raises have not been available, staffs do receive bonuses at the end of the year based on monies left in the budget and longevity of staff employment. Since most respondents did not circle which type of job they had, the responses cannot be categorized in this manner. However, it is noted that a few of those that indicated that they were administrative staff had a positive response to their salaries. 3

4 Supervision and Co-Workers Mean Responses 1. My supervisor is a competent manager My supervisor has awareness and understanding of problems within the workplace My co-workers understand their job duties The general morale of my co-workers is good Section Analysis: Overall scored responses indicate that employees are satisfied with their supervisors and co-workers. However, 4 employees out of 36 responses did not agree that their co-workers understand their job duties and 6 did not feel co-worker morale was good. 2 employees out of 36 did not believe their supervisor was a competent manager. 94% believed otherwise which potentially then reflects that several employees are somewhat not satisfied with their relationship with their supervisor. 4

5 Leadership/Management Mean Responses 1. I am satisfied with the overall leadership of the organization I am satisfied with the manner in which leadership communicated policy, procedures, and directives to employees The organization's leadership models open and clear communication practices The organization's leadership and management openly encourages feedback and input regarding its operations Section Analysis: The highest rated area was the response score for the statement The organizations leadership models open and clear communication practices. The lowest mean score response was for statement #4 The organization s leadership and management openly encourages feedback and input regarding its operations. However, all other statement score mean responses were above the benchmark of

6 Policies and Practices Mean Responses 1. I have the opportunity to talk with my supervisor on a weekly or as needed basis I receive adequate information on agency policies, programs, projects, and processes from my supervisor I receive adequate information on departmental policies and organizational structure from my supervisor I am satisfied with the performance review policies and practices of the organization Section Analysis: Overall employees were satisfied with their communications from their supervisor and their performance review policies and practices. This section had the highest mean score of satisfaction. Working Conditions and Benefits Mean Responses 1. The physical working conditions are adequate The organization is open to receiving new and original ideas The medical insurance plan is satisfactory I am satisfied with this organization as a place to work Section Analysis: One of the 4 statements in this area was scored below the 2.0 benchmark although the mean for this section was just above 2.0. Employees are least satisfied with their medical insurance plan and this is attributable to organizational changes to insurance that were necessary given increased costs of continuing complete medical insurance coverage However, 78% of respondents were satisfied with this area. 6

7 Overall mean =2.18 Exceeds benchmark of

8 Overall mean =2.15 Exceeds benchmark of 2.00 INCLUSIVE ANAYSIS: The lowest mean scored area was related to Section#1- Day to Day Job Duties in regard to employee salaries. The mean score was and last year it was 1.44, which is slight improvement from last year. 83% of 8

9 respondents were not satisfied with their salaries. In these economic times everyone wants to earn more money. The question was worded to be a comparison. In fact, a comparison to different agencies and organizations would have yielded a satisfactory response. However, it is noted that staff are dissatisfied with their salary. Given that there was a 5% Medicaid budget cut last year and projected budget cuts this year, salary raises could not be given although no positions from the ICF/MR program were rifted. Although raises have not been available, staffs do receive bonuses at the end of the year based on monies left in the budget and longevity of staff employment. Since most respondents did not circle which type of job they had, the responses cannot be categorized in this manner. However, it is noted that a few of those that indicated that they were administrative staff had a positive response to their salaries. The only other low score area was a statement in to Section#5- Working Conditions and Benefits with 31%of respondents not satisfied with Nova s Medical insurance plan. Las year, 38% were not satisfied with a noted slight improvement. As noted above this was specific to the some concerns regarding the medical insurance plan which is not able to be changed at this time especially given the 5% funding rate cut this past year. However, Nova Behavioral Healthcare will continue to explore/address any potential improvements to the medical insurance plan on a routine basis. The other statement in this area that received less than 2.0 rating was in regards to the leadership being open to new and original ideas from employees. Nova provides suggestion boxes and the Leadership Council responds to these suggestions in a systematic manner. However, new and original ideas from employees may be increased with more suggestion box locations and staff meetings to discuss suggestions. 9

10 The highest scored area was Section #4- Policies and Practices where over 93% of respondents agreed with all statements in this section. The highest percentage statement that respondents agreed (100%) was statement #1 that they have the opportunity to talk with their supervisor on a weekly or as needed basis. The second highest scored area Section#2- Supervision and Co workers where over 94% of respondents agreed that their supervisor was competent and 94% strongly that their supervisor had an awareness and understanding of problems in the workplace. Last year comparison of respondents agreeing with this statement was 88%. It is also important to note that 16% did not agree that morale was good. Overall, Nova has met or exceeded its projected benchmark in all areas. Sections where scores were lower will continue to be addressed to further improve employee satisfaction. Anita V. Ford, M.S. Information Management Consultant 10