Staff Council Survey Results

Transcription

1 Middlebury College Staff Council Survey Results Fall 2012 Office of Planning and Assessment November 2012

2 About Planning & Assessment The mission of the Planning and Assessment Office is to develop and implement planning principles for the College, and to promote the use of information in planning and strategic decision making. We gather data and provide reports for assessing institutional effectiveness and facilitating improvement across all College departments and programs. In particular, we seek to promote and facilitate the development and assessment of student learning outcomes. The office is also responsible for communicating information about the College to external agencies, organizations, and consortial groups. 2

3 BRIEF SUMMARY OF MAIN SURVEY FINDINGS The Middlebury College Staff Council (MCSC) conducted a workplace climate survey in September The survey was ed to 814 staff members at the College, with paper copies of the survey made available to staff who preferred to respond in that fashion. A total of 371 completed surveys were received, representing a 46% response rate. (The response rate was highest in District B College Advancement/Communications with 67% of staff responding, and lowest in District J Custodial, with 35% of staff responding.) The survey contained questions in a variety of categories. To simplify reporting, responses to all items in a category were averaged to create eight scales, with the ninth category overall job satisfaction measured by a single question. Statistical analyses indicated that responses within each category were sufficiently consistent to justify this. Negatively-worded items were rescored so that all scale items were scored in the same direction. The results in this report are presented in three sections. The first section shows the average ratings for all staff for the main categories of questions (comparing last year s results and this year s), as well as the average ratings regarding perceived change during the last year. The second section shows the results for each question category broken out by Staff Council districts. The final section shows the same results rearranged to show all the category averages for each district separately. The question categories are listed below, followed by a depiction of the MCSC Districts. QUESTION CATEGORIES Perceived Change 3

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5 AVERAGE RATINGS FOR ALL STAFF The average ratings for all staff across the nine question categories are provided in the chart below, with 2011 results in light blue and 2012 results in dark blue. On average, all categories showed some improvement, although the changes were small for some categories. Ratings for overall job satisfaction were more positive than for any other category. Ratings of workplace equity and opportunities for professional growth were less positive than for other categories, but all averages were above the middle of the 5-point scale. Average Overall Ratings Communication Effectiveness Comfort Raising Workplace Concerns Opportunities for Professional Growth

6 New questions were added to this year s survey asking staff members to evaluate perceived change across different categories over the last year. Most average ratings hovered around the middle of the scale, indicating no perceived change, but ratings regarding changes in compensation, communication effectiveness, and access to information are in the direction of slight perceived improvement, whereas ratings of changes in workload and stress suggest a sense that things have gotten slightly worse. Perceived Change Scale: 1 (Things have gotten much worse) to 5 (Things have gotten much better) Recent Changes in Workload/Stress s

7 AVERAGE RESPONSES FOR EACH QUESTION CATEGORY BY STAFF COUNCIL DISTRICT The following charts show average 2011 and 2012 ratings for each question category, broken down by Staff Council District. The final pair of bars in each chart shows the combined 2011 and 2012 averages for all staff. These charts show that while averages are generally fairly positive, there is variability by district. (Ratings of communication effectiveness were particularly variable.) Moreover, while the overall averages are more positive this year, not all districts showed more positive assessments. Some districts gave slightly more negative ratings this year than last year, depending on the question category. Scale: 1 (very dissatisfied) to 5 (very satisfied)

8 Scale: 1 (strongly disagree) to 5 (strongly agree) Scale: 1 (very dissatisfied) to 5 (very satisfied)

9 s Scale: 1 (strongly disagree) to 5 (strongly agree) Scale: 1 (very ineffective) to 5 (very effective)

10 Scale: 1 (strongly disagree) to 5 (strongly agree) Scale: 1 (strongly disagree) to 5 (strongly agree)

11 Scale: 1 (strongly disagree) to 5 (strongly agree) Scale: 1 (strongly disagree) to 5 (strongly agree)

12 AVERAGE OVERALL RATINGS BY STAFF COUNCIL DISTRICT The remaining charts show the same data, with the ratings across all question categories grouped by district. They show how staff within a particular district evaluated different areas of their work, both this year and last year. Average Overall Ratings: District A Communication Effectiveness Comfort Raising Workplace Concerns Opportunities for Professional Growth Strongly disagree to Strongly agree Strongly disagree to Strongly agree Strongly disagree to Strongly agree Strongly disagree to Strongly agree Strongly disagree to Strongly agree Strongly disagree to Strongly agree 12

13 Average Overall Ratings: District B Average Overall Ratings: District C

14 Average Overall Ratings: District D Opportunities for Professional Growth Average Overall Ratings: District E

15 Average Overall Ratings: District F Average Overall Ratings: District J

16 Average Overall Ratings: District K Average Overall Ratings: District L