TOWN HALL- ADMIN SERVICES
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1 TOWN HALL- ADMIN SERVICES To be ready to participate in audience polling during the presentation, please open this URL: govote.at on your cell phone s browser If you have difficulty connecting to the internet, access a UCSB wireless connection using your UCSB Net ID April 18, 2018
2 2017 UC STAFF ENGAGEMENT SURVEY RESULTS April 18, 2018
3 STAFF ENGAGEMENT SURVEYS The Staff Engagement Surveys, developed by the Council of University of California Staff Assemblies (CUCSA) and UC systemwide Human Resources, helps University leaders, managers, and supervisors better understand the views, experiences and needs of policy covered staff on a range of topics related to working at UC, including: career development performance management staff engagement Results from each survey help us determine areas where progress was made, as well as areas that may need further effort and focus
4 Lookback to the 2015 Engagement Survey Areas of Strength in 2015: Working Relationships Communication Image/Brand Areas Identified for Improvement: Organizational Change Performance Management Career Development
5 Key Drivers from 2015 Survey for Increased Engagement 1. Career Development a. I can achieve my personal career objectives within the UC system b. My campus is doing a good job of planning for management succession 2. Performance Management a. I feel my personal contributions are recognized b. I think my performance is evaluated fairly 3. Working Relationships a. There is good cooperation between staff in my department b. There is good cooperation between my department and other departments
6 Career Development Performance Management Working Relationships Outcomes from 2015 Survey Action Items Gaucho Growth Summer Series Gaucho Mentor Connection New UC Learning Center portal New HR Training web site UC People Management Certificate My UC Career portal FY results - 98% FY results - 99% Updated Evaluation form Town Halls Staff Logo and t-shirt Gaucho Voice New Employee Orientation Mindful UCSB
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8 More Engagement Activities! Town Hall Staff Service Milestone Awards June 5th Today! OrgSync Summer 2018
9 NEW SYSTEMWIDE SURVEY CONDUCTED IN 2017
10 2017 Engagement Survey Results Highest participation rate of any UC campus! 64% response rate 9% increase over 2015
11 2017 Engagement Survey Results 6 out of 8 categories improved! 2 categories dropped... 1 percent! Engagement score increased by 2 points!
12 Survey Categories Performance Management 2017 Favorable: 57% +8 Supervision 2017 Favorable: 76% +6 Most Improved in Performance Management and Supervision UCSB 2017 Total Favorable Difference from 2015 UC 2017 US National Norm I feel my personal contributions are recognized My supervisor helps me make time to participate in training & development activities My supervisor listens to different points of view before coming to conclusions 71% % % My supervisor treats me with respect 90% I think my performance on the job is evaluated fairly 78%
13 Survey Categories Working Relationships 2017 Favorable: 82% +4 Communication 2017 Favorable: 74% +6 Most Improved in Communication and Working Relationships UCSB 2017 Total Favorable Difference from 2015 UC 2017 US National Norm My campus does an excellent job of keeping employees informed about important organizational matters affecting us There is good cooperation between staff in my department There is good cooperation between my department and other departments at my campus I have a clear understanding of how my job contributes to the department objectives 72% % % %
14 Survey Categories Career Development 2017 Favorable: 60% +2 Engagement 2017 Favorable: 71% +2 Most Improved in Career Development and Engagement UCSB 2017 Total Favorable Difference from 2015 UC 2017 US National Norm My campus provides people with the necessary information and resources to manage their own careers effectively My work schedule allows sufficient flexibility to meet my personal/ family needs I would recommend the UC system as a good place to work I feel motivated to go beyond my formal job responsibilities to get the job done 63% % % %
15 76% favorable +10 from 2015 Supervisors support training & development of their staff Staff understand their job and department objectives 93% favorable +2 from 2015 UCSB Key Strengths Supervisors recognize the personal contributions of their staff 71% favorable +16 from 2015
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17 We Still Have Room for Improvement WE NEED YOUR THOUGHTS AND IDEAS
18 Where We Want to Improve for 2019 Career Development UCSB 2017 Total Favorable Difference from 2015 UC 2017 US National Norm I believe I have the opportunity for personal development and growth within the UC system I am confident I can achieve my personal career objectives within the UC system My campus is doing a good job of planning for management succession 69% % %
19 Professional and Career Development MANAGERS & SUPERVISORS As part of people management, supervisors should incorporate professional and career development into ongoing discussions and annual reviews with their direct reports EMPLOYEES Employees can take the lead on their own professional and career development by being prepared with ideas and suggestions for training opportunities
20 Where We Want to Improve for 2019 Staff Resources, Engagement, Pay, Inclusion There is usually sufficient staff in my department to handle the workload I have the equipment/tools/resources I need to do my job effectively I feel my campus does a good job of matching pay to performance Employees at my campus are treated with dignity and respect, regardless of their position or background UCSB 2017 Total Favorable Difference from 2015 UC 2017 US National Norm 37% % % % n/a -2-11
21 Where We Want to Improve for 2019 Generally, recent major organizational changes across the UC system have been: PLANNED WELL EXPLAINED WELL EXECUTED WELL
22 Staff Engagement at UCSB At the present time, are you seriously considering leaving the UC system? % said No % said No +8 from better than UC +1 better than US norm
23 Key Drivers for Increased Engagement 1. Career Development 2. Performance Management 3. Wellness a. I can achieve my personal career objectives within the UC system b. My campus provides people with the necessary information and resources to manage their own careers effectively a. I feel my personal contributions are recognized b. I feel my campus does a good job matching pay to performance a. My supervisor is supportive of my participation in wellnessrelated programs offered at my campus b. My organization promotes an environment of physical, mental, and social well-being Fully Engaged!
24 YOUR FEEDBACK Live Audience Polling We asked you three questions at the April Town Hall: What concerns you most about organizational change? When organizational change is explained on this campus, what would improve communication? What organizational changes come to mind when you think of recent major organizational changes across the UC system?
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27 UC Path (82 responses) Career Tracks ( 62 responses) Kronos ( 6 responses) Gmail-Google (6 responses) Leadership changes, automated systems, reorganizations, process changes (20 responses)
28 YOUR FEEDBACK Please feel free to reach out and contact any of the individuals listed below: Greta Halle, Computer Science, Staff Assembly Co-Chair George Hopwood, Office of Research, Staff Assembly Co-Chair and CUCSA delegate Erica Losada, Office of the Executive Vice Chancellor, CUCSA delegate Farfalla Borah, Human Resources, Employee and Labor Relations Manager Cynthia Señeriz, Human Resources, Director
29 Thank you!
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