Employee Engagment Survey Presentation 2011 Engagment Su… · to balance my work and personal...

2011 Employee Engagement SurveyMartinMartin

Richard K BoyerRichard K. BoyerApril 17, 2012

Survey Instrument 60 core belief statements focusing on workplace quality and

managerial/organizational competencies 10 additional statements with a focus on UT System support, Diversity & Compensation 34 Item Benefit Satisfaction component 12 demographic questions 3 open-ended questions

Methodology Survey Period – November 1-18, 2011 Online Survey & Paper Surveys Survey process overseen by UT EES Committee Survey process overseen by UT EES Committee

Response Rates Martin– 75% UT System – 61%

Benchmarks 2011 Great Colleges to Work – Honor Roll (4YR, Enrollment 10,000+)

Guideline Score Descriptionp

75%+ Exceptional

65% - 74% Good – Very Good

55% - 64% Fair

45% - 54% Yellow Flag

< 45% Red Flag

Response Scale:Strongly Agree; Agree; Sometimes Agree/Sometimes Disagree; Disagree; Strongly Disagree; Not Applicable

Positive Response: Strongly Agree & Agree

Guideline Score Descriptionp

<10% Excellent - Very Good

10% - 14% Fair - Great

15% - 19% Yellow Flag

20% - 29% Red Flag

30%+ Acute

Response Scale:Strongly Agree; Agree; Sometimes Agree/Sometimes Disagree; Disagree; Strongly Disagree; Not Applicable

Negative Response: Strongly Disagree & Disagree

(Overall % Positive)(Overall % Positive)

80%77%

74% 72%75%

70%67%

62% 63%

UT Matin

UT SystemUT SystemOverall

JobSatisfaction/Support

TeachingEnvironment

ProfessionalDevelopment

Compensation,Benefits & Work/Life

Balance

Facilities

75%70%

65%59%

70%67% 65%

UT Martin

UT SystemUT SystemOverall

Policies,Resources,Efficiency

SharedGovernance

Pride Supervisors/Department Chairs

Senior Leadership

59%61%

55%57%

52%54% UT Martin

UT SystemOverall

Faculty,Administration &Staff Relations

Communication Collaboration Fairness Respect &Appreciation

Survey StatementUT

M tiUT

M tiHonor Survey Statement Martin

(Positive %)Martin

(Negative %) Roll(Positive %)

25 Overall, my department is a good place to work. 80 4 85

59 This campus’s culture is special – something you don’t find just anywhere. 75 6 80

60 All things considered, this is a great place to work. 81 3 83

76%Faculty: 12 Month (31)

68%Faculty: 9 Month (178)

68%Staff: Hourly Input (121)

Staff: Exec/Admin (62)

Staff: Professional (111)

68%Staff: Hourly No Input (66)

69%Black or African American 69%

Not Hispanic or Latino

69% Not Hispanic or Latino(526)

70%White (508)

56%Decline to Answer (Race)(66)

75%More than 25 years (93)

16-20 years (58)

21-25 years (45)

8 10 (83)

11-15 years (87)

5-7 years (107)

8-10 years (83)

Less than 2 years (72)

2-4 years (79)

Survey StatementUT

MartinUT

MartinHonor Survey Statement Martin

(Positive %)Martin

29 The campus takes reasonable steps to provide a safe and secure environment for the campus 92 1 89and secure environment for the campus.

5 I understand how my job contributes to this campus’s mission. 90 1 91

49 This campus actively contributes to the community. 88 2 90

36 I am proud to be part of this campus 86 2 8636 I am proud to be part of this campus. 86 2 86

63 I understand the performance standards that apply to my job and work. 86 3 *

Survey StatementUT

MartinUT

MartinHonor R llSurvey Statement

(Positive %) (Negative %) Roll(Positive %)

2 I am given the responsibility and freedom to do my job. 84 4 87

47 My supervisor/department chair supports my efforts to balance my work and personal life. 83 5 85

24 I have a good relationship with my supervisor/department chair. 82 4 87

53 This campus’s policies and practices give me the flexibility to manage my work and personal life 82 4 82flexibility to manage my work and personal life.

60 All things considered, this is a great place to work. 81 3 83

Survey StatementUT

MartinUT

(Positive %)Martin

11 I am paid fairly for my work. 33 41 60

28 My department has adequate faculty/staff to achieve our goals. 42 29 48

18 Issues of low performance are addressed in my department. 48 19 55

65 I understand how merit increases are determined. 50 27 *65

16 Promotions in my department are based on a person’s ability. 50 22 66

Survey StatementUT

MartinUT

(Positive %)Martin

35 Our recognition and awards programs are meaningful to me 53 16 56to me.

70 The UT System provides adequate support to this campus. 53 13 *

22 Changes that affect me are discussed prior to being implemented. 54 17 59

26 I can count on people to cooperate across departments 54 8 66departments.

42 Faculty, administration and staff are meaningfully involved in campus planning. 55 11 67

• Job Fit & Connection to Mission

• Teaching Environment

Benefits & Work/Life Balance• Benefits & Work/Life Balance

• Supervisory Competencies

• Professional Development

• Diversity & InclusionDiversity & Inclusion

• Senior Leadership

Survey StatementUT

M tiUT

(Positive %)Martin

1 M job makes good se of m skills and abilities 80 4 861 My job makes good use of my skills and abilities. 80 4 86

2 I am given the responsibility and freedom to do my job 84 4 87job.

5 I understand how my job contributes to this campus’s mission. 90 1 91

36 I am proud to be a part of this campus. 86 2 86

Survey StatementUT

M tiUT

(Positive %)Martin

33 There is a good balance of teaching, service and 73 8 7733 g g,research at this campus. 73 8 77

40 Teaching is appropriately recognized in the evaluation and promotion process 74 4 71and promotion process.

51 There is appropriate recognition of innovative and high quality teaching. 70 6 76

29 The campus takes reasonable steps to provide a safe and secure environment for the campus. 92 1 89

Survey StatementUT

MartinUT

(Positive %)Martin

34 This campus’s benefits meet my needs. 70 7 81

47 My supervisor/department chair supports my efforts to balance my work and personal life. 83 5 85

53 This campus’s policies and practices give me the flexibility to manage my work and personal life. 82 4 82

Survey StatementUT

MartinUT

MartinHonor RollSurvey Statement

3 My supervisor/department chair makes his/her expectations clear. 72 9 75

7 I receive feedback from my supervisor/department chair that helps me. 69 11 70

12 I believe what I am told by my supervisor/department chair. 70 8 79

15 My supervisor/department chair regularly models this campus’s values. 73 8 80

Survey StatementUT

MartinUT

(Positive %)Martin

I am given the opportunity to develop my skills at this6 I am given the opportunity to develop my skills at this campus. 75 8 82

10 I understand the necessary requirements to advance my career. 75 11 75

61 I have colleagues or peers who give me career advice or guidance when I need it. 74 6 *

Survey StatementUT

MartinUT

(Positive %)Martin

45 At this campus, people are supportive of their colleagues regardless of their heritage or background. 77 6 86colleagues regardless of their heritage or background.

50 This campus places sufficient emphasis on having diverse faculty, administration and staff. 80 3 79

Thi h l d ff ti d f54 This campus has clear and effective procedures for dealing with discrimination. 81 4 84

66This campus has taken steps to enhance the climate for racial/ethnic minority administrators/administrative staff

79 5 *staff.

67I would rate my campus as a very good place for individuals from an underrepresented (non-majority) identity group.

76 5 *

Survey StatementUT

MartinUT

MartinHonor RollSurvey Statement

32 Our senior leadership has the knowledge, skills and experience necessary for our success. 70 8 81

27 Senior leadership provides a clear direction for this campus’s future. 60 12 70

48 Senior leadership regularly models this campus’s values. 74 6 81

56 I believe what I am told by senior leadership. 65 7 72

41. Senior leadership communicates openly about important mattersabout important matters.

54% 56%61% 59% 61%

Staff:Hourly NoInput Staff:Exec/Admin Staff:Professional Staff:Hourly Input Faculty-9 month Faculty-12 month

• Resources & Supportpp

• Communication

• Collaboration

• Shared Governance• Shared Governance

• Performance Management

• Compensation, Recognition & Appreciation

S St t tUT UT

HSurvey Statement Martin(Positive %)

Martin(Negative %)

Honor Roll

(Positive %)

4 I am provided the resources I need to be effective in my job. 67 9 70

31 The facilities (e.g., classrooms, offices, laboratories) adequately meet my needs. 68 10 73

28 My department has adequate faculty/staff to achieve our goals. 42 29 48

Survey StatementUT

MartinUT

(Positive %)Martin

21 In my department, we communicate openly about 59 14 7021 issues that impact each other’s work. 59 14 70

22 Changes that affect me are discussed prior to being implemented. 54 17 59p

8 When I offer a new idea, I believe it will be fully considered. 59 12 71

43 At this campus, we discuss and debate issues respectfully to get better results. 56 11 69

20. My supervisor/department chair actively solicits my suggestions and ideassolicits my suggestions and ideas.

66%71%

57%66%

Survey StatementUT UT

HonorSurvey Statement Martin(Positive %)

Martin(Negative %)

Honor Roll

(Positive %)

23 People in my department work well together. 66 8 74

13 We have opportunities to contribute to important decisions in my department 61 13 74decisions in my department.

26 I can count on people to cooperate across departments. 54 8 66

58 There’s a sense that we’re all on the same team at this campus. 58 13 67

Survey StatementUT

MartinUT

MartinHonor R llSurvey Statement

38 The role of faculty in shared governance is clearly stated and publicized. 68 6 70

39Faculty are appropriately involved in decisions related to the education program (e.g., curriculum development, evaluation).

76 5 80

Faculty, administration and staff work together to46

Faculty, administration and staff work together to ensure the success of campus programs and initiatives.

71 5 78

42 Faculty, administration and staff are meaningfully involved in campus planning. 55 11 67involved in campus planning.

55 There is regular and open communication among faculty, administration and staff. 59 10 67

63. I understand the performance standards that apply to my job and workapply to my job and work.

93% 93%87%

93%86% 83% 82%

S St t tUT UT

Martin(Negative %)

Honor Roll

(Positive %)

17 Our review process accurately measures my job performance. 57 19 63

16 Promotions in my department are based on a person’s ability. 50 22 66

18 Issues of low performance are addressed in my department. 48 19 55

37. Senior leadership shows a genuine interest in the well being of faculty administration and staffwell-being of faculty, administration and staff.

68%74%

68% 70% 70%

68% 68%

52. We celebrate significant milestones and important accomplishments at this campusimportant accomplishments at this campus.

81%75%

80%85%

78% 80%

64. I understand pay policies that apply to me.

77% 75% 75% 74%

Compensation, Recognition & Appreciation

S St t tUT UT

HonorSurvey Statement Martin(Positive %)

Martin(Negative %)

Honor Roll

(Positive %)

11 I am paid fairly for my work. 33 41 60

65 I understand how merit increases are determined. 50 27 *65

35 Our recognition and awards programs are meaningful to me. 53 16 56

9 I am regularly recognized for my contributions. 56 16 64

S St t tUT UT

Martin(Negative %)

Honor Roll

(Positive %)

68 I understand the UT System’s role in supporting individual campuses and institutes. 62 12 *

69 The UT System communicates system-wide news and policies effectively. 62 8 *

70 The UT System provides adequate support to this campus. 53 13 *

1. Capitalize on existing Employer of Choice and Strategic Planning efforts to more specifically define and articulate the unique valueefforts to more specifically define and articulate the unique value proposition (employment brand) of the Martin campus as well as the UT System as a whole

2 C t / ti d l t l t iti t th i2. Create/continue developmental opportunities to ensure those in supervisory roles have the necessary training to perform effectively

3. Review existing communication structures, processes and norms to g , pbetter determine what is currently working well and how best to strengthen the quality of communication and dialogue

4 Consider introducing formal mechanisms/processes to enhance4. Consider introducing formal mechanisms/processes to enhance Senior Leadership visibility, interaction and relationship with the goal of fostering a greater sense of confidence in the credibility and alignment of leadership across Martin and the system

Richard K. BoyerRichard K. Boyerrboyer@modernthink.com

302.764.4477302.764.4477

Employee Engagment Survey Presentation 2011 Engagment Su… · to balance my work and personal...

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