Staff Survey Feedback 2012

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1 Staff Survey Feedback 2012 In July 2012 Brisbane Catholic Education conducted a staff survey involving all schools within the Archdiocese. The purpose of the survey is to promote and inform discussions about the quality of working life, including staff satisfaction, engagement and wellbeing. report shows the survey feedback for your school. 38 staff from your school were invited to complete the survey, and 19 responded (50%) 15 out of 23 teachers and specialists responded 4 out of 15 school officers and ancillary staff responded The survey consists of 60 questions organised into 19 topics. Each topic consists of a related group of questions which ask staff for their opinion on an aspect of their working life. report shows the average responses for each topic and for each question with the topics. For all topics, higher averages indicate more positive feelings, attitudes or opinions. For each topic three averages are shown: The average for this school; The average for a group of like schools that are similar to this school; and The average for all BCE s, including all primary schools, secondary colleges and P-12 colleges. For this school, the like school group was the Regional Primary group, which includes all Primary schools outside the Brisbane Metropolitan area. When comparing the averages for this school against either like schools or all schools, the following rules of thumb can be observed: Differences of 0.25 or more can be regarded as relatively reliable. That is, they indicate differences that are likely to be confirmed should the survey be conducted again in the near future. Differences of 0.5 or more can be regarded as relatively large differences, indicating a substantial difference between the average of this school and the averages of like schools or all schools. Page 1

2 Alignment with Cycle 2 Cyclical Review Priorities Each survey topic is aligned with one of the four cyclical review priorities. Some of the survey topics align more closely with individual components within each cyclical review priority area. Once the components have been finalised, these closer relationships will be published. Cycle 2 Cyclical Review Priority 1. Mission and Religious Education Key Staff Survey Topics Religious Culture Religious Engagement 2. Learning and Teaching Student Relationships 3. Professional Practice and Collaborative Relationships Job Satisfaction Engagement Occupational Optimism Role Clarity Job Efficacy Recognition Support Participative Leadership Efficiency Interpersonal Respect Professional Goal Setting Innovation Professional Learning Mentoring Orientation Professional Learning 4. Strategic Resourcing Resourcing or Team Goals Page 2

3 Sharing and addressing the survey feedback A staff survey is most useful when the feedback is shared within the school and becomes part of the ongoing renewal process. We recommend providing this report to staff and discussing the feedback within the school. If your school would like assistance in facilitating the staff survey conversation please contact Matthew Neale in Employment Services and Strategic HR on mneale@bne.catholic.edu.au or If your school would like to facilitate the conversation internally, then we recommend the following process. 1. Make the staff survey feedback available within the school and ensure that all staff members understand the topics in the survey and the way the feedback is provided. We recommend giving staff members a week or two to digest the survey feedback individually before discussing it as a group. 2. Not all survey topics will be important to all people or to all schools. It may therefore be helpful to identify those survey topics that are most important within your school. could be done in a collaborative way at a staff meeting in which the survey feedback is discussed as a group. The topics your school chooses to focus on could include: a. Topics with very strong results that can be celebrated within the school; b. Topics that are very important to people in the school and where strong results need to be actively maintained; and c. Topics that people in the school would like to improve. 3. Ensure that the survey feedback becomes part of the discussions within your school about school renewal, planning for the future, staff morale and other topics. You could also hold discussions about the survey feedback specifically. If there are particular topics that you would like to improve or maintain, you could ask the following questions: a. What are the things that we do in our school that are relevant to this topic? b. What are the things that we can do which would support or enhance this topic? c. What are some specific goals that we could set as a school in order to support or enhance this topic? What kinds of day-to-day changes will we need to make in order to achieve our goals? How will we know if we are achieving those goals? Page 3

4 Your at a Glance The graph below shows the topic averages for your school in comparison to the averages for like schools. The following pages of this report go through each survey topic separately and in more detail. Job Satisfaction Engagement Occupational Optimism Role Clarity Student Relationships Job Efficacy Recognition Resourcing Religious Culture Religious Engagement Support Participative Leadership Efficiency Goals Interpersonal Respect Professional Goal Setting Innovation Mentoring Orientation Professional Learning s/teams /team Page 4

5 Job Satisfaction Overall job satisfaction can be influenced by a wide range of head and heart factors including pay level, job security, the enjoyableness of day to day tasks, the location of work and the quality of relationships at work. topic provides an overall indicator of how satisfied staff are in general All Staff Teachers and Officers /team s/teams Each statement below refers to some aspect of your work. Think about your work during the current year and indicate the extent to which you agree or disagree with each statement. Officers s s s Overall, I am satisfied with my current work duties Overall, I am satisfied with the school (or schools) I work in. Overall, I am satisfied with my current job Page 5

6 Engagement The engagement topic measures how often staff experience positive and energetic emotions while at work. Staff members feel more engaged when their day to day tasks are interesting, meaningful and enjoyable for them All Staff Teachers and Officers /team s/teams The following questions ask you how you feel about work. Think back over the course of the current year and indicate how often you have felt this way about work. Staff responded on a seven point scale: (0) Never ; (1) A few times a year or less; (2) Once a month or less; (3) A few times a month; (4) One a week; (5) A few times a week; and (6) Every Day. Higher averages indicate that the emotions were felt more frequently. (Averages have been rescaled to a five point scale in these tables and graphs). Officers s s s Enthusiastic about my work Absorbed in my work Excited about my work Energetic in my work Dedicated to my work Page 6

7 Occupational Optimism Occupational Optimism is the feeling that the future of one s working life is filled with interesting and exciting opportunities. People who are more occupationally optimistic are more likely to engage in professional development and take on new challenges at work. Occupational optimism can decrease with age; however it does not always do so All Staff Teachers and Officers /team s/teams The following statements refer to your occupational future. Please indicate the extent to which you agree or disagree with each statement. Staff responded on a seven point scale: (1) Very Strongly Disagree; (2) Strongly Disagree; (3) Disagree; (4) Neutral; (5) Agree; (6) Strongly Agree; (7) Very Strongly Agree. Higher averages indicate greater agreement and more positive perceptions. (Averages have been rescaled to a five point scale in these tables and graphs). Officers s s s Many opportunities await me in my occupational future I expect that I will set many new goals in my occupational future My occupational future is filled with possibilities Page 7

8 Role Clarity The role clarity topic measures the extent to which staff members have a clear understanding of what is expected of them in their role. Staff members who are clear about their roles are usually more effective and less stressed, because have a clear set of priorities to focus on at work All Staff Teachers and Officers /team s/teams Each statement below refers to some aspect of your work. Think about your work during the current year and indicate the extent to which you agree or disagree with each statement. Officers s s s I know exactly what is expected of me at work I have a clear understanding of my duties and responsibilities I have a clear understanding of how my role fits in with the roles of my colleagues Page 8

9 Student Relationships Student interaction is an important component of most roles in schools. When staff feel that their relationships with students are positive, and that they can manage challenging student behaviour, they are more likely to feel satisfied and engaged at work All Staff Teachers and Officers /team s/teams Each statement below refers to some aspect of your work. Think about your work during the current year and indicate the extent to which you agree or disagree with each statement. Officers s s s I am able to develop positive relationships with even the most difficult students I am able to manage disruptive student behaviour I am able to motivate students to do their very best at school Page 9

10 Job Efficacy The job efficacy topic measures the extent to which staff members feel they can achieve what s required of them in their jobs. Higher levels of personal efficacy usually lead to more positive feelings of engagement and satisfaction at work All Staff Teachers and Officers /team s/teams Each statement below refers to some aspect of your work. Think about your work during the current year and indicate the extent to which you agree or disagree with each statement. Officers s s s I can cope with the responsibilities I have in my job I am able to achieve what is required of me in my job I can manage the demands that are made of me in my job Page 10

11 Recognition The recognition topic measures the extent to which staff members feel that their own views and contributions within the workplace are actually recognised and valued by their colleagues All Staff Teachers and Officers /team s/teams Each statement below refers to some aspect of your work. Think about your work during the current year and indicate the extent to which you agree or disagree with each statement. Officers s s s The work I do is recognised and appreciated My colleagues notice when I ve achieved something at work My contribution at work is valued Page 11

12 Resourcing Resourcing measures the extent to which staff feel that their school has the physical and human resources that are required All Staff Teachers and Officers /team s/teams Each statement below refers to some aspect of the school you work in. If you work in more than one school, please answer in terms of the school you are most strongly involved with. Officers s s s Staff have the resources needed to do their job to the best of their ability We have the staff required to manage the administrative demands of our school We have the specialist teaching staff required to meet the educational needs of our students Page 12

13 Religious Culture The religious culture topic measures the extent to which religious activity and a concern for faith development are embedded in the culture of the school All Staff Teachers and Officers /team s/teams Each statement below refers to some aspect of the school you work in. If you work in more than one school, please answer in terms of the school you are most strongly involved with. Officers s s s Gatherings for prayer, liturgy and religious celebrations are important parts of the culture Staff support each other's spiritual growth or faith development Staff are encouraged to participate in faith formation activities and experiences Page 13

14 Religious Engagement Religious Engagement measures the extent to which staff members find the religious aspects of working life to be personally meaningful and engaging All Staff Teachers and Officers /team s/teams Each statement below refers to some aspect of the school you work in. If you work in more than one school, please answer in terms of the school you are most strongly involved with. Officers s s s I enjoy participating in prayer, liturgy and religious celebrations at my school I feel welcomed and included in prayer, liturgy and religious celebrations at my school The prayer, liturgy and religious celebrations in my school are personally meaningful to me Page 14

15 Support The support topic measures the extent to which staff feel they can rely on their colleagues for practical support, such as assistance during challenging times, as well as social and emotional support at work All Staff Teachers and Officers /team s/teams Each statement below refers to some aspect of the school you work in. If you work in more than one school, please answer in terms of the school you are most strongly involved with. Officers s s s I feel supported when I am working through difficult situations with parents Help is available when I m facing challenging situations in my school Staff at my school really care about my wellbeing Page 15

16 Participative Leadership Leadership is participative when staff have appropriate opportunities to contribute to decision making within a school. Participative leadership builds feelings of ownership and commitment among staff and is a strong determinant of staff satisfaction and engagement All Staff Teachers and Officers /team s/teams Each statement below refers to some aspect of the school you work in. If you work in more than one school, please answer in terms of the school you are most strongly involved with. Officers s s s Important decisions are made in a shared and collaborative manner Staff are involved in planning for change Staff and leaders work together to decide on administrative procedures or work processes Page 16

17 Efficiency Efficiency represents the extent to which a school is effectively organised and operates in an efficient manner. Key aspects include communication effectiveness, meeting effectiveness and the time taken to reach decisions All Staff Teachers and Officers /team s/teams Each statement below refers to some aspect of the school you work in. If you work in more than one school, please answer in terms of the school you are most strongly involved with. Officers s s s staff are kept informed about things that are relevant to their work Meetings and committees are useful and effective We make decisions efficiently and effectively Page 17

18 Goals The Goals topic measures the extent to which staff feel that the school has a clear set of goals or a vision for the future. A clear and exciting school goal can enhance feelings of staff engagement and also helps staff to plan and prioritise their own work All Staff Teachers and Officers /team s/teams Each statement below refers to some aspect of the school you work in. If you work in more than one school, please answer in terms of the school you are most strongly involved with. Officers s s s Our school has clear goals for the future Our school has an exciting vision for the future Staff are all committed to the school's vision for the future Page 18

19 Interpersonal Respect The respect topic measures the extent to which the staff behaviour is appropriate, interpersonally respectful and free from bullying and harassment All Staff Teachers and Officers /team s/teams The following questions ask you about bullying, harassment and other forms of inappropriate behaviour among staff at your school. If you work in more than one school, please answer in terms of the school you are most strongly involved with. Officers s s s Staff consistently treat each other with respect Staff agree on what constitutes appropriate behaviour among staff I am confident that appropriate steps would be taken to stop any bullying or harassment of staff Page 19

20 Professional Goal Setting The professional goal setting topic measures the extent to which the annual goal setting and review process is regarded as mature, well established and useful All Staff Teachers and Officers /team s/teams The following questions ask you about the goal setting and review processes in your school, in which staff members meet with a leader to set and review their individual goals. Officers s s s There is a well understood process for individual goal setting and review I get constructive feedback on my work in the goal setting and review process. Time is dedicated to our goal setting and review process. I have found the goal setting and review process to be useful and beneficial Page 20

21 Innovation The innovation topic measures the extent to which school members engage in processes which support creativity and innovation. Innovation represents an important component of a learning community All Staff Teachers and Officers /team s/teams Each statement below refers to some aspect of the school you work in. If you work in more than one school, please answer in terms of the school you are most strongly involved with. Officers s s s Staff are always looking for creative solutions to problems Staff are encouraged to think about and suggest new ways of working Staff engage in constructive debates about how to improve student learning Page 21

22 Mentoring Orientation Staff members who are oriented towards mentoring are interested in contributing to the success of younger or more junior staff, even when this means that they must devote less time to their own career. Mentoring orientation can increase with age; however it does not always do so All Staff Teachers and Officers /team s/teams The following statements refer to work you may do with younger or more junior employees in your school. Please indicate the extent to which you agree or disagree with each question. Staff responded on a seven point scale: (1) Very Strongly Disagree; (2) Strongly Disagree; (3) Disagree; (4) Neutral; (5) Agree; (6) Strongly Agree; (7) Very Strongly Agree. Higher averages indicate greater agreement and more positive perceptions. (Averages have been rescaled to a five point scale in these tables and graphs). Officers s s s I devote more energy to building up the next generation of employees than to getting ahead myself. I am more strongly concerned with establishing successful successors than working on my own success. I use more time for rearing young employees than for making progress in my own career Page 22

23 Professional Learning The professional learning topic measures the extent to which staff members have access to high quality professional learning or training which is useful in their work All Staff Teachers and Officers /team s/teams Each statement below refers to some aspect of your work. Think about your work during the current year and indicate the extent to which you agree or disagree with each statement. Officers s s s I am encouraged to develop my skills or professional capabilities I am able to access the professional learning or training that I need in order to do my job The professional learning or training that I attend helps me to work more effectively Page 23