Post on 12-Jan-2016
description
2008 Staff Well-Being Survey:Select Results Presentation for the
NC State Staff Diversity Task ForceSeptember 25, 2009
Nancy Whelchel, Ph.D.University Planning & AnalysisNancy_whelchel@ncsu.edu
http://www2.acs.ncsu.edu/UPA/survey/staff/SDTF.SWBS.presentation.Sept25_09.ppt1
Overview
Topics:• Overall satisfaction & retention• Working relationships• Leadership• Vision & direction• Professional development• Performance evaluation• Handling grievances• Communication• Diversity & multiculturalism
Comparison Groups• Gender• Race/ethnicity• Sexual orientation• Disability status• Native language• Job classification
– By gender– By race/ethncity
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Satisfaction & Retention:Current satisfaction at NC State (A2)
• LEAST likely to be ‘very satisfied’(about 25% or fewer)
– Asians– African Americans– Clerical-Academic & NonAcademic– Skilled Crafts
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Satisfaction & Retention:Current satisfaction at NC State (A2)
• Job class * race– Professional EPA, Technical:• Staff of color are LESS likely than whites to be ‘very
satisfied’
– Administrator, Clerical-NonAcad:• Whites are MORE likely than staff of color to be
‘dissatisfied’
4
Satisfaction & Retention:Current satisfaction at NC State (A2)
• Job class * gender– Administrators:• Women are LESS likely than men to be ‘very satisfied’
– Technical, Clerical-NonAcad, Serv/Maint:• Men are LESS likely than women to be ‘very satisfied’
– Clerical-Acad:• Men are MORE likely than women to be ‘dissatisfied’
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Satisfaction & Retention:Expect to work at NC State for next 3 years (A1g)
• LEAST likely to ‘strongly agree’– Clerical-Academic & NonAcademic– (NonHispanics)– (Native English speakers)– (Able-bodied staff)
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Satisfaction & Retention:Expect to work at NC State for next 3 years (A1g)
• Job class * race– Administrators, Professional-EPA & SPA,
Technical, & Skilled Crafts:• Staff of color are LESS likely than whites to ‘strongly
agree’– Clerical-NonAcad & Acad:• Whites are LESS likely than staff of color to ‘strongly
agree’– Serv/Maint:• Whites are MORE likely than staff of color to ‘disagree’
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Satisfaction & Retention:Expect to work at NC State for next 3 years (A1g)
• Job class * gender– Administrators:• Women are LESS likely than men to ‘strongly agree’
– Professional-SPA, Technical, & Clerical-NonAcad & Acad:• Men are LESS likely than women to ‘strongly agree’
8
Satisfaction & Retention:Staff with positive experience are more likely to
‘strongly agree’ they will work at NC Statefor at least 3 more years
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Satisfaction & Retention:Considered leaving NC State in past two years (A6)
• MOST likely to have considered leaving(more than 40% ‘very’ or ‘somewhat seriously’)
– GLBT staff– Professional-SPA– Clerical-Academic & NonAcademic– (NonHispanics)– (native English speakers)– (Able-bodied staff)
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Satisfaction & Retention:Considered leaving NC State in past two years (A6)
• Job class * race– Administrators, Technical, Clerical-NonAcad:• Staff of color are MORE likely than whites to have ‘very’
or ‘somewhat seriously’ considered leaving
– Clerical-Acad, Skilled Crafts, & Serv/Maint:• Whites are MORE likely than staff of color to to have
‘very’ or ‘somewhat seriously’ considered leaving
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Satisfaction & Retention: Considered leaving NC State in past two years (A6)
• Job class * gender– Administrators:• Women are MORE likely than men to have ‘very’ or
‘somewhat seriously’ considered leaving
– Technical, Clerical-Acad & NonAcad:• Men are MORE likely than women to to have ‘very’ or
‘somewhat seriously’ considered leaving
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Satisfaction & Retention: Why considered leaving NC State in past two years
(A8 [open-end])Most common reasons
– Pay/benefits– Advancement/new responsibilities/new challenges– Department structure/mission/organization – Leadership/management– Department/co-worker conflicts– Lack of value/recognition/rewards– Lack of input/top-down administration– Climate (respect, diversity, not family-friendly,
discrimination/harassment, etc.)– Workload– Fit– Personal (family, school, etc.)– Temporary funding
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Satisfaction & Retention:Reason for wanting to change jobs at NC State (A5)
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Satisfaction & Retention:Reason for wanting to change jobs at NC State (A5)
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Working Relationships:Treated with respect by co-workers (B2a)
• LEAST likely to ‘strongly agree’(fewer than 45%)
– African Americans– Skilled Crafts– Service/Maintenance– Clerical-NonAcademic– (NonGLBT)
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Working Relationships:Treated with respect by co-workers (B2a)
• Job class * race– Administrators, Professional-SPA, Technical, &
Serv/Maint:• Staff of color are LESS likely than whites to ‘strongly
agree’
– Clerical-NonAcad & Skilled Crafts:• Whites are LESS likely than staff of color to ‘strongly
agree’
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Working Relationships:Treated with respect by co-workers (B2a)
• Job class * gender– Administrators:• Men are LESS likely than women to ‘strongly agree’
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Working Relationships:Treated with respect by supervisor (B2d)
• LEAST likely to ‘strongly agree’(about 40% or fewer)
– African Americans– Skilled Crafts– Administrative-SPA– Staff w/ disability– (Native English speakers)– (nonGLBT)
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Working Relationships:Treated with respect by supervisor (B2d)
• Job class * race– Professional-EPA & SPA, Technical, Clerical-
NonAcad:• Staff of color are LESS likely than whites to ‘strongly
agree’
– Clerical-Academic, Skilled Crafts:• Whites are MORE likely than staff of color to DISAGREE
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Working Relationships:Treated with respect by supervisor (B2d)
• Job class * gender– Administrative, Clerical-Acad, Serv/Maint:• Women are LESS likely than men to ‘strongly agree’
– Professional-SPA, Clerical-NonAcad:• Men are LESS likely than women to ‘strongly agree’
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Working Relationships:Dept is doing good job recruiting the best staff (B4a)
• MOST likely to disagree(about 25% or more)
– GLBT staff– Skilled Crafts– Clerical-Academic– Professional-SPA– (Native English speakers)
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Working Relationships:Dept is doing good job recruiting the best staff (B4a)
• Job class * race– Technical:• Staff of color are MORE likely than whites to ‘disagree’
– Administrators, Professional-SPA, Clerical-Acad & NonAcad, Serv/Maint:• Whites are MORE likely than staff of color to ‘disagree’
23
Working Relationships:Dept is doing good job recruiting the best staff (B4a)
• Job class * gender– Professional-SPA, Technical, Serv/Maint:• Men are LESS likely than women to ‘strongly agree’
– Administrative:• Men are MORE likely than women to ‘strongly
disagree’
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Working Relationships:Dept is doing good job retaining the best staff (B4a)
• Most likely to disagree(more than 30%)
– Males– Whites– GLBT staff– Professional-SPA– Clerical-Academic & NonAcademic– Skilled Crafts– (Native English speakers)
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Working Relationships:Dept is doing good job retaining the best staff (B4b)
• Job class * race– Technical:• Staff of color are LESS likely than whites to agree
– Professional-SPA, Clerical-Acad & NonAcad, Skilled Crafts, Serv/Maint:• Whites are LESS likely than staff of color to agree
26
Working Relationships:Dept is doing good job retaining the best staff (B4b)
• Job class * gender– Professional-SPA, Technical, Clerical-Acad:• Men are LESS likely than women to agree
27
Working Relationships:Dept is doing good job creating a culture where staff
can develop their potential (B4c)
• MOST likely to disagree(more than 30%)– Males– Whites– African Americans– Skilled Crafts– Clerical-Academic & NonAcademic– Professional-SPA– Staff w/ disability– GLBT – (Native English speakers)
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Working Relationships:Dept is doing good job creating a culture where staff
can develop their potential (B4c)
• Job class * race– Technical:• Staff of color MORE likely than whites to disagree
– Administrators, Professional-SPA, Clerical-Acad & NonAcad, Skilled Craft, Serv/Maint:• Whites MORE likely than staff of color to disagree
29
Working Relationships:Dept is doing good job creating a culture where staff
can develop their potential (B4c)
• Job class * gender– Professional-SPA & EPA, Technical, Clerical-
NonAcad:• Men are LESS likely than women to agree
– Clerical-Acad:• Women are MORE likely than men to ‘strongly
disagree’
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Working Relationships:Dept is doing good job creating a culture where staff
can develop their potential (B4c)
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Working Relationships:Staff Senate facilities communication between staff and
administration (B7a)and is an effective advocate for staff (B7b)
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• Most likely to rate as ‘excellent’(more than 10%)
– Serv/Maint– Technical
• Lack of familiarity with Staff Senate– More than 40% of Administrative and Professional EPA, Clerical Acad
& NonAcad don’t have an opinion– About 25% - 33% others don’t have an opinion
LeadershipSupervisor treats all members of the work unit
consistently (D1e)
• MOST likely to give negative ratings(30% or more rate as ‘poor’ or ‘fair’)
– African Americans– Staff w/ disability– Skilled Crafts– Clerical-Academic– Technical– Serv/Maint
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LeadershipSupervisor treats all members of the work unit
consistently (D1e)
• Job Class * Race– Professional-EPA & SPA, Technical, Serv/Maint:• Staff of color give LOWER ratings than whites
– Administrative, Clerical-Acad & NonAcad, Skilled Crafts:• Whites give LOWER ratings than staff of color
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LeadershipSupervisor treats all members of the work unit
consistently (D1e)
• Job Class * Gender– Administrative, Professional-EPA & SPA, Clerical-
Acad, Serv/Maint:• Women give LOWER ratings than men
– Technical, Clerical-NonAcad:• Men give LOWER ratings than women
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Vision & DirectionJob Description/Work Plan is consistent with
department vision (E6)
• MOST likely to give negative ratings(10% or more say ‘a little’ or ‘not at all’)
– Skilled Crafts– Serv/Maint– Clerical-Academic
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Vision & DirectionDepartment progress towards vision (E4)
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Vision & Direction Job Description/Work Plan is consistent with
department vision (E6)by Department progress towards vision (E4)
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Professional DevelopmentOpportunities to improve skills to increase chances for
a better job (H5d)
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• MOST likely to be dissatisfied(25% or more)– Males– Whites– ESL staff– Staff w/ disability– GLBT– Skilled crafts– Clerical-NonAcad & Acad– Professional SPA
Professional DevelopmentSupervisor giving time to participate in professional
development/training opportunities (H5e)
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• LEAST likely to be ‘very satisfied’(about 35% or fewer)– Males– African Americans– Hispanics– Staff w/ disability– Skilled crafts– Clerical-NonAcad & Acad– Service Maintenance– GLBT*
* More likely than nonGLBT to be dissatisfied
Professional DevelopmentProfessional development & retention
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Professional DevelopmentProfessional development & retention
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Professional DevelopmentHelpfulness of mentors for new employees (H8)
• MOST likely to think mentors would be ‘very helpful’(almost 50% or more)
– Females– Staff of color– ESL staff– Staff w/ disability– Service Maintenance– Technical– Skilled Crafts– Professional EPA
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Performance EvaluationSatisfaction w/ incentives, recognition, rewards (I2)
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Performance EvaluationUsefulness of numeric ratings on Annual Appraisals
(I9a)
• MOST likely to say ‘very useful’(40% or more)
– Asians– Hispanics– ESL staff– Service Maintenance
45
Performance EvaluationHelpfulness of Performance reviews / annual appraisals
to career planning (I10)
• LEAST likely to rate as helpful(more than 45%)
– Clerical-Academic & NonAcademic
46
GrievancesUniversity provides reasonable/effective procedures to
address SPA complaints (B6a)
• MOST likely to disagree(about 20% or more)
– Skilled crafts– Staff w/ disability– GLBT staff
• Lack of familiarity…– More than 50% of Clerical-Acad & NonAcad,
Professional-EPA & SPA respond “don’t know”47
CommunicationFirst/Second best methods of communicating about
opportunities/events (C3a/b)
48
CommunicationLeast useful method of communicating about
opportunities/events (C3c)
49
Diversity/MulticulturalismImportance of institutional emphasis on diversity (F6),
by demographics
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Diversity/MulticulturalismImportance of institutional emphasis on diversity (F6),
by job classification
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Diversity/MulticulturalismWork environment is respectful of differencesin gender (F3c), by job classification & gender
52
Diversity/MulticulturalismWork environment is respectful of differences
in race and color (F3f), by race/ethnicity
53
Diversity/MulticulturalismWork environment is respectful of differences
in nationality/ethnic origin (F3e), by race/ethnicity
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Diversity/MulticulturalismWork environment is respectful of differences
in sexual orientation (F3h), by sexual orientation
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Diversity/MulticulturalismWork environment is respectful of differences
in disability status (F3b), by disability status
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Diversity/MulticulturalismExtent to which language barriers impede ability to
function at best in job (F9), by native language
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Diversity/MulticulturalismReason for not participating in
diversity/multiculturalism events more often (F8a),by gender
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Diversity/MulticulturalismReason for not participating in
diversity/multiculturalism events more often (F8a),by race/ethnicity
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Diversity/MulticulturalismReason for not participating in
diversity/multiculturalism events more often (F8a),by native language
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Diversity/MulticulturalismReason for not participating in
diversity/multiculturalism events more often (F8a),by sexual orientation
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Diversity/MulticulturalismReason for not participating in
diversity/multiculturalism events more often (F8a),by disability status
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Diversity/MulticulturalismReason for not participating in
diversity/multiculturalism events more often (F8a),by job classification
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Diversity/MulticulturalismReason for not participating in
diversity/multiculturalism events more often (F8a),by job classification (2)
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Summaries by Demographic Group:Gender
• Men give LESS positive responses than women to:– Their current satisfaction at NCSU– Department retaining the best staff– Department creating a culture where staff can develop full potential– Opportunities to improve skills for job advancement– Opportunities to participate in professional development activities
• Women are MORE likely than men to – want to change jobs for a ‘better work environment’– say an institutional emphasis on diversity is ‘very important’– say a mentor for new employees would be ‘very helpful’
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Summaries by Demographic Group:Race/Ethnicity
• Staff of color give LESS positive responses than whites to:– Their current satisfaction at NCSU– Treated w/ respect by co-workers & supervisor– Supervisors showing favoritism– Department creating a culture where staff can develop full potential– Work environment is respectful of differences in race/color– Opportunities to participate in professional development activities
• Staff of color are MORE likely than whites to– Say an institutional emphasis on diversity is ‘very important’– Say a mentor for new employees would be ‘very helpful’– Say numeric ratings on appraisals are helpful
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Summaries by Demographic Group:Race/Ethnicity continued
• Staff of color are LESS likely than whites to – Have considered leaving NCSU– Give positive ratings to department retaining the best staff– Opportunities to improve skills for advancement
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Summaries by Demographic Group:Sexual Orientation
• GLBT staff give LESS positive responses than others to:– Department creating a culture where staff can develop full potential– Department recruiting & retaining the best staff– Opportunities to improve skills for advancement– Opportunities to participate in professional development activities– University having effective/reasonable procedures to address SPA
complaints
• GLBT staff are MORE likely than others to– say an institutional emphasis on diversity is ‘very important’
• GLBT staff are MORE likely than others to – Have considered leaving NCSU
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Summaries by Demographic Group:Disability Status
• Staff w/ a disability give LESS positive responses than others to:– Department creating a culture where staff can develop full potential– Being treated w/ respect by supervisor– Supervisors showing favoritism– Department retaining the best staff– Opportunities to improve skills for advancement– Opportunities to participate in professional development activities
• Staff w/ a disability are MORE likely than others to– say an institutional emphasis on diversity is ‘very important’– say a mentor for new employees would be ‘very helpful’
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Summaries by Demographic Group:Native Language
• ESL staff give MORE positive responses than others to:– (generally all areas asked about)
• ESL staff are MORE likely than others to– say an institutional emphasis on diversity is ‘very important’– say a mentor for new employees would be ‘very helpful’– say numeric ratings on appraisals are helpful
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Summaries by Demographic Group:Job Classification
• Administrative EPA– LESS likely to expect to be working at NCSU in next 3 years– MORE likely to have seriously considered leaving in past 2 years
• Administrative SPA– LOWER ratings to
• treated w/ respect by supervisor
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Summaries by Demographic Group:Job Classification
• Professional – SPA– MORE likely to have seriously considered leaving in past 2 years– LOWER ratings to
• Department creating a culture where staff can develop full potential
• Department recruiting & retaining best staff• Opportunities to improve job skills for advancement
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Summaries by Demographic Group:Job Classification
• Clerical – Academic– LESS likely to expect to be working at NCSU in next 3 years– MORE likely to have seriously considered leaving in past 2 years– MORE likely to change jobs to find a better work environment– LOWER ratings to
• Current satisfaction at NCSU• Department creating a culture where staff can develop full potential• Supervisor showing favoritism• Work plan being consistent with department vision• Department recruiting & retaining best staff• Opportunities to improve skills for advancement• Opportunities to participate in professional development activities• Performance review being helpful to career planning
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Summaries by Demographic Group:Job Classification
• Clerical – NonAcademic• LESS likely to expect to be working at NCSU in next 3 years• MORE likely to have seriously considered leaving in past 2 years• MORE likely to change jobs to advance their career• Lower ratings to
– Current satisfaction at NCSU– Department creating a culture where staff can develop full
potential– Being treated with respect by co-workers– Department retaining the best staff– Opportunities to improve job skills for advancement– Performance review being helpful to career plannning
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Summaries by Demographic Group:Job Classification
• Skilled Crafts– LOWER ratings to
• Current satisfaction at NCSU• Job description consistent w/ vision of department• Department recruiting & retaining best staff• Department creating a culture where staff can develop full potential• Treated w/ respect by supervisor & by co-workers• Supervisors showing favoritism• Opportunities to improve job skills for advancement• Supervisor allowing time to participate in professional development
opportunities
– MORE likely to say• say a mentor for new employees would be ‘very helpful’
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Summaries by Demographic Group:Job Classification
• Technical– LOWER ratings to
• Supervisors showing favoritism
– MORE likely to say• say a mentor for new employees would be ‘very helpful’
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Summaries by Demographic Group:Job Classification
• Service/Maintenance– LOWER ratings to
• Treated w/ respect by co-workers• Supervisor showing favoritism• Work plan being consistent w/ department vision
– MORE likely to say• say a mentor for new employees would be ‘very helpful’• Numeric ratings on appraisals are helpful
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