2011 TASB Employee Survey Results
Transcript of 2011 TASB Employee Survey Results
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CarrolltonFarmersBranchISD
March2011
HRServicesTexasAssociationofSchoolBoards
Austin,Texas
EmployeeOpinionSurvey
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EmployeeOpinionSurveyReport
for
CarrolltonFarmersBranchISD
March2011
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Copyright2011TASB,Inc.
TableofContents
ExecutiveSummary...............................................................................................................................1
Demographics.............................................................................................................................................
3
Findings
Contributors to Job Satisfaction ........................................................................................................................ 6
Job Satisfaction ........................................................................................................................................................ 7
Support from Coworkers ..................................................................................................................................... 7
Working Conditions ............................................................................................................................................... 8
Compensation and Benefits ................................................................................................................................ 9
District Communications .................................................................................................................................. 11
Supervisor Support ............................................................................................................................................. 12
Human Resources Service and Support ..................................................................................................... 13
Business Office Service and Support ........................................................................................................... 13
Technology Service and Support ................................................................................................................... 14
Campus Environment ........................................................................................................................................ 15
Teacher Support ................................................................................................................................................... 16
Curriculum and Instruction Service and Support .................................................................................. 17
Student Discipline Support .............................................................................................................................. 18
Comments and Suggestions for Improvement ........................................................................................ 18
Appendix
Survey Document ................................................................................................................................................. 23
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ExecutiveSummary
Background
The HR Services Division of the Texas Association of School Boards (TASB) conducted a survey of
CarrolltonFarmers Branch Independent School District (CFBISD) employees in February of 2011
at the request of the District. The survey was compared to the employee survey conducted by
TASB in 2010 with the results of the 2011 survey being consistent with or better than most
opinions reflected in the 2010 survey.
The purpose of the survey was to assess employee attitudes and satisfaction with their jobs and
work conditions. Survey information will be used to assist district leaders in understanding how
employees perceive specific issues and revealing the general level of job satisfaction among
employees.
TASB HR Services developed the online survey in collaboration with CarrolltonFarmers Branch
ISD. When the survey questionnaire was finalized, HR Services sent an email to CFBISD staff with
internet access requesting their participation. The district distributed paper surveys to CFBISD
staff who did not have internet access at work.
Some responses were combined for purposes of analysis. For example, Strongly Agree and
Agree responses were combined to indicate a positive response.
The survey included 14 categories of questions to gather data about the following:
Demographics Job Satisfaction Support from Coworkers Working Conditions Compensation and Benefits District Communications Supervisor Support
Human Resource Support Business Office Support Technology Support Campus Environment Teacher Support Curriculum and Instruction Support Student Discipline Support
Participation
All CFBISD employees (3,251) were invited to participate in the survey. A total of 2,560
employees completed and submitted questionnaires, yielding a response rate of 79 percent.
Employees from all work locations and job types participated in the survey. The largest employee
group responding to the survey was the teacher group, comprising 54 percent of the total
respondents and representing 84 percent of all teachers employed by the District. The largest
group of teachers (26%) has from one to five years teaching experience and the largest group of
the overall survey participants (40%) has worked for CFBISD for 10 years or more.
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MajorFindings
Overall, CarrolltonFarmers Branch ISD employees responded favorably regarding job
satisfaction. They indicated that the most important contributors leading to their job satisfaction
were: meaningful work and support from coworkers. Nearly all employees like the work they do;
understand what is expected of them in their job; and find their work meaningful, satisfying, and
challenging. Most employees indicated they would recommend the district and their campus ordepartment to a friend as a good place to work. The vast majority of the participants felt that they
have the support of their coworkers and there is a sense of camaraderie within their work group.
Across the board, employees expressed satisfaction with their working conditions. More than 90
percent of those surveyed indicated that: they feel safe at their building; their work area was
clean; they have adequate equipment, tools, and supplies to do their job; and technology
resources are available and well supported.
Employees were generally satisfied with the pay and benefits offered by the district. Some work
groups were less likely than others to agree that they are paid fairly and competitively.
District communications received high ratings from all employees. More than 95 percent ofCFBISD employees indicated that they are able to find out the things they need to know to get
their job done. Eightfive percent of employees are satisfied with district communications about
the annual budget.
Employees gave high marks to their supervisor. Most employees reported that they receive the
training they need to do their job effectively and they are allowed to make decisions within the
scope of their authority.
In response to a series of questions related to the service and support they receive from various
departments in the District, respondents reported that the HR Department staff, the Business
Office staff, Technology staff, and Curriculum and Instruction staff are courteous, respectful,
knowledgeable, and helpful. Teachers indicated they were satisfied with service and support atboth the district and campus levels.
Employees overwhelmingly agreed (99%) that they have access to reliable communication
technology.
More than 90 percent of the respondents take pride in the performance of their campus, are
satisfied with campus office support, and feel their principal treats them fairly.
Only teachers responded to the questions regarding curriculum and instruction, teacher support,
and student discipline. Teachers strongly agreed that they are challenged to be effective and the
instructional program at their school enables students to master the required TEKS. Teachers
also agreed that their principal sets and maintains behavioral standards and they get appropriateassistance to resolve disciplinary problems in the classroom.
Comments were provided by 22 percent of the survey respondents. Fortysix percent of the
comments were accolades for the district as a whole and for individual employees. Participants
offered a wide range of comments that are summarized in the report.
Additional data and a detailed analysis of each question are included in the body of the report.
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Demographics
ParticipationbyJobType
JobType#of
Responses
%of
Responses
#of
Employees
%of
Employees
Response
Rate
Teacher 1,374 54% 1,630 50% 84%
OtherProfessional 324 13% 465 14% 70%
CentralOfficeAdministrator 48 2% 34 1% 141%
CampusAdministrator 86 3% 88 3% 98%
InstructionalAide 157 6% 231 7% 68%
Clerical/Secretarial 194 8% 233 7% 83%
AuxiliarySupport 296 11% 512 16% 58%
Other 58 2% 58 2% 100%
UnidentifiedJobType 23 1% N/A N/A N/A
Total 2,560 100% 3,251 100% 79%
A total of 2,560 surveys were completed and submitted, yielding a response rate of 79percent.
Representation by job type was consistent with the percentage of employees in eachjob type in the district, with the exception of the central office administrator andauxiliary staff categories.
A participation rate of more than 100 percent for the central office administratorgroup suggests that some of these employees selfidentified in a different position
category than defined by the district.
Auxiliary support staff had the lowest rate of participation.
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The largest employee group responding to the survey was the teacher group (54% ofthe total respondents and 84% of all teachers employed by the district).
Because the majority of the respondents were teachers, summary responses for thedistrict overall were influenced by the opinions of this employee group.
One percent of the respondents did not identify themselves by job type.
Teacher
(1,374)54%
OtherProfessional
(324)13%
CentralOffice
Administrator(48)2%
Campus
Administrator
(86)3%
InstructionalAide
(157)6%
Clerical/Secretarial
(194)8%
AuxiliarySupport
(296)
11%
Other
(58)2% UnidentifiedJob
Type(23)1%
RepresentationbyJobType
ElementarySchool
Campus
(1151)45%
MiddleSchool
Campus
(451)18%
HighSchool
Campus(617)24%
OtherLocations
(331)13%
Unidentified
Location
(10)0%
RepresentationbyWorkLocation
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Representation by work location was consistent with the percentage of employeeshoused at each work location in the district.
Ten respondents did not report work location.
Forty percent of the workforce has been employed by CarrolltonFarmers Branch ISD10 years or more.
Twentysix percent of teachers have between one and five years of teaching experienceand 25 percent have between six and ten years experience. Twentysix percent of teachers had 16 or more years of teaching experience.
(164)6%
(375)15%
(978)39%
(1011)40%
Lessthan1year
1 3years
4 9years
10yearsormore
RepresentationbyLengthofEmployment
(64)5%
(358)26%
(336)25%
(251)18%
(127)9%
(229)17%
Lessthan1year
1 5years
6 10years
11 15years
16 20years
Morethan20years
RepresentationbyLengthofTotalTeaching
Experience
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Findings
Respondents indicated that meaningful work and support from supervisors were themost important contributors to their job satisfaction. The same two reasons topped the
list in 2010.
(1818)71%
(1723)68%
(1439)56%
(1439)56%
(1380)54%
(1380)54%
(1096)43%
(942)37%
(630)25%
(626)25%
(1891)70%
(1798)67%
(1542)57%
(1520)56%
(1381)51%
(1401)52%
(1187)44%
(977)36%
(642)24%
(635)24%
Meaningfulwork
Supportfromsupervisors
Supportfromcoworkers
Compensationandbenefits
Workingconditions
Jobsecurity
Feelingsafeintheworkplace
Trainingtodothejob
Districtwidecommunications
Recognition
ContributorstoJobSatisfaction
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CarrolltonFarmers Branch ISD employees responded favorably regarding jobsatisfaction.
Nearly all respondents in both 2010 and 2011 like the work they do, understand whatis expected of them, and find their work meaningful and their job challenging.
Of those surveyed in 2011, 92 percent would recommend the district to a friend as agood place to work and 88 percent would recommend their campus or department.
(2514)99%
(2397)94%
(2490)98%
(2481)97%
(2425)96%
(2244)88%
(2327)92%
(2632)98%
(2505)94%
(2606)97%
(2585)97%
(2517)96%
(2383)89%
(2488)93%
IliketheworkIdo.
Iamsatisfiedwithmyjobassignment.
Iunderstandwhatisexpectedofmein
myjob.
TheworkIdoismeaningfulandsatisfying
tome.
Myjobischallenging.
Iwouldrecommendmycampusor
departmenttoafriendasagoodplaceto
work.
Iwouldrecommendthisdistricttoa
friendasagoodplacetowork.
JobSatisfaction
2010StronglyAgreeorAgree 2011StronglyAgreeorAgree
(2375)93%
(2375)93%
(2268)90%
(2020)80%
(2483)93%
(2471)93%
(2369)89%
(2088)79%
Mycoworkerswanttohelpmebe
successful.
Mycoworkersmaintainawelcoming
atmosphere.
Mycoworkersarewillingtohelpduring
timesofheavyworkload.
Irarelyfeelisolatedanddisconnected
frommycoworkers.
SupportfromCoworkers
2011StronglyAgreeorAgree 2010StronglyAgreeorAgree
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Positive attitudes about coworkers remain as strong as the 2010 survey with morethan 80 percent agreeing that they feel a sense of camaraderie and support from their
coworkers.
Overall, CarrolltonFarmers Branch ISD employees expressed satisfaction with theirworking conditions. Responses in 2011 were consistent with the responses of those
surveyed in 2010 with only a four percent decrease in feelings of security about
continued employment in the district.
Most respondents agreed that they feel safe working in their building; their work areais clean; they have the space, equipment, tools, and supplies needed to do their job; and
computers and other technology resources are available and well supported.
(2133)84%
(2045)81%
(2468)97%
(2379)94%
(2475)97%
(2419)95%
(2403)94%
(2277)89%
(2246)84%
(2119)80%
(2522)96%
(2464)93%
(2522)96%
(2483)93%
(2488)94%
(2472)93%
ThehoursIworkarereasonable.
Myworkloadisappropriateformyposition.
Myworklocationisclean.
Ihaveadequatespacetodomyjob.
Ifeelsafeworkingatmybuilding.
Ihavetheequipment,tools,andsuppliesto
besuccessfulinmyjob.
Computersandothertechnologyresources
areavailableandwellsupported.
Ifeelsecureinmycontinuedemployment
inthisdistrict.
WorkingConditions
2011StronglyAgreeorAgree 2010StronglyAgreeorAgree
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While attitudes about compensation and benefits varied from statement to statementand among job categories, the level of agreement with the statements surveyed
increased in all areas from 2010 to 2011.
Employees satisfaction with leave time provided and with the consistency of paypractices reflected the greatest increase in levels of agreement.
(2030)81%
(1917)76%
(1839)74%
(1883)75%
(2178)87%
(2184)87%
(2210)88%
(2054)77%
(1949)73%
(1889)72%
(1838)69%
(2115)80%
(2252)84%
(2313)87%
Overall,Iamsatisfiedwiththepayand
benefitsofferedbythedistrict.
IampaidfairlyfortheworkIdo.
Mypayiscompetitivewithotherdistricts
inthisarea.
Paypracticesareadministered
consistentlyforallemployees.
Ithinktheleavetimeprovidedtomeis
appropriate.
Iunderstandmybenefitsandknowhowto
usethem.
Igethelpwithproblemsorquestions
aboutbenefits.
CompensationandBenefits
2011StronglyAgreeorAgree 2010StronglyAgreeorAgree
(1042)76%
(260)83%
(44)92%
(79)95%
(92)62%
(111)59%
(215)79%
(1070)74%
(266)76%
(42)88%
(77)93%
(63)46%
(112)60%
(242)80%
Teacher
OtherProfessional
CentralOfficeAdministrator
CampusAdministrator
InstructionalAide
Clerical/Secretarial
AuxiliarySupport
IampaidfairlyfortheworkIdo.
2011StronglyAgreeorAgree 2010StronglyAgreeorAgree
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(1101)81%
(242)77%
(37)77%
87%
(78)55%
(79)42%
(172)63%
(1140)79%
(254)73%
(36)78%
83%
(49)36%
(76)42%
(202)67%
Teacher
OtherProfessional
CentralOfficeAdministrator
CampusAdministrator
InstructionalAide
Clerical/Secretarial
AuxiliarySupport
Mypayiscompetitivewithotherdistrictsinthisarea.
2011StronglyAgreeorAgree 2010StronglyAgreeorAgree
(1072)79%
(225)72%
(33)69%
(66)80%
(99)66%
(109)59%
(212)78%
(1055)73%
(213)61%
(32)68%
(65)84%
(65)48%
(105)56%
(224)74%
Teacher
OtherProfessional
CentralOfficeAdministrator
CampusAdministrator
InstructionalAide
Clerical/Secretarial
AuxiliarySupport
Paypracticesareadministeredconsistentlyforall
employees.
2011StronglyAgreeorAgree 2010StronglyAgreeorAgree
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Employees are less likely to agree that their pay is competitive with other districts inthe area (74%), pay practices are administered consistently (75%), and they are paid
fairly (76%).
The attitudes of instructional aides about the fairness and competitiveness of payand the consistency of pay practices were noticeably more positive in 2011
compared to 2010. Other professionals were also more likely in 2011 to agree that they are paid fairly
and pay practices are consistent.
CarrolltonFarmers Branch ISD employees continue to be satisfied with districtcommunications in all areas surveyed. Positive responses were nearly identical for
every statement surveyed.
(2471)97%
(2445)96%
(2276)90%
(2425)95%
(2452)96%
(2417)95%
(2330)
92%
(2341)92%
(2350)93%
(2456)97%
(2155)85%
(2562)96%
(2577)
97%
(2373)89%
(2526)95%
(2516)95%
(2560)96%
(2447)92%
(2452)92%
(2469)94%
(2540)96%
(2248)85%
Iknowwhatthemissionandgoalsofthe
districtare.
IamabletofindoutthethingsIneedtoknow
to
get
my
job
done.
Policiesandproceduresaffectingmyworkare
communicatedclearly.
Ihaveeasyaccesstodistrictpolicies.
Thedistrictusesemaileffectively.
Thedistrictsharesimportantnewsandevents.
The
district
provides
a
means
of
recognizing
importantaccomplishments.
Iamsatisfiedwithemployeecommunications
inthedistrict.
Thedistricthasmyconfidenceandsupport.
IknowtheCFBISDbrand:AnInnovative
LeaderinLearning.
Iamsatisfiedwithemployeecommunications
inthedistrictregardingtheannualbudget.
DistrictCommunications
StronglyAgreeorAgree StronglyAgreeorAgree
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Nearly all of the respondents agreed that they know the mission, goals, and brand of thedistrict; they are able to find out the things of they need to know to get their job done;
the district uses email effectively; they have easy access to policies; and the district
shares important news and events.
Respondents level of agreement with questions about supervisor support wereconsistent with 2010.
More than 80 percent of the survey respondents reported that they received supportfrom their supervisor in nine of the 10 areas surveyed.
Most employees, 91 percent or more, agree that they get the training they need to dotheir job effectively and are allowed to make appropriate decisions within the scope oftheir authority.
More than 85 percent reported that their supervisor sets clear goals and objectives andmakes timely decisions, they receive useful feedback on their performance, they get
appropriate support with problems on the job, their supervisor encourages
suggestions, and they can openly communicate with their supervisor.
(2293)91%
(2202)87%
(2232)88%
(2360)93%
(2198)87%
(2197)87%
(2182)86%
(1844)73%
(2113)84%
(2201)87%
(2382)90%
(2341)88%
(2345)89%
(2433)92%
(2306)87%
(2289)87%
(2304)87%
(1951)74%
(2220)84%
(2318)87%
Iamallowedtomakeappropriatedecisions
withinmyscopeofauthority.
Mysupervisormakestimelydecisions.
Mysupervisorsetscleargoalsandobjectives.
IgetthetrainingIneedtodomyjobeffectively.
Ireceiveusefulfeedbackonmyperformance.
Ireceiveappropriatesupportwithproblemson
thejob.
Mysupervisorencouragessuggestionsfor
improvement.
Recognitionisgiventotopperformers.
Ifeelmyworkisappreciated.
Icanopenlycommunicatewithmysupervisor.
Supervisor
Support
2011StronglyAgreeorAgree 2010StronglyAgreeorAgree
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Respondents were less likely to agree that recognition is given to top performers(73%).
Positive attitudes about support from the Human Resource Department remainconsistent with 2010.
More than 80 percent of employees agreed with all statements about support from theHuman Resource Department.
The percentage of respondents who reported they had no opinion about HumanResource service and support (12% to 15%) was consistent with the 2010 survey.
(2171)85%
(2143)84%
(2129)84%
(2118)83%
(2143)85%
(2288)86%
(2233)84%
(2191)83%
(2142)81%
(2228)84%
ThestaffintheHumanResource(HR)
Departmentarecourteousandrespectfultome.
HRstaffareresponsivetomycallsoremails
whenIneedassistance.
HRpolicies,forms,andinformationIneedare
easytoaccess.
TheHRstaffprotectsconfidentialinformation
aboutemployees.
IgetthehelpandinformationIneedfromHR
staff.
HumanResourceServiceandSupport
2011StronglyAgreeorAgree 2010StronglyAgreeorAgree
(2133)84%
(2109)83%
(2097)83%
(2058)81%
(2130)84%
(2210)83%
(2175)82%
(2135)81%
(2088)80%
(2170)82%
Thestaffinthebusinessofficearecourteousand
respectfultome.
Thebusinessofficestaffareresponsivetomycalls
oremailswhenIneedassistance.
Businessofficepolicies,forms,andinformationI
needareeasytoaccess.
Thebusinessofficestaffprotectsconfidential
informationaboutemployees.
IgetthehelpandinformationIneedfromthe
businessofficestaff.
BusinessOfficeServiceandSupport
2011StronglyAgreeorAgree 2010StronglyAgreeorAgree
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Respondents level of agreement with questions about business office service andsupport were consistent with 2010.
More than 80 percent of employees agreed with all statements about support from thebusiness office.
The percentage of respondents who reported they had no opinion about businessoffice support (14% to 18%) was consistent with 2010 levels.
Only employees with daily access to technology as part of their jobs were given theopportunity to respond to questions about technology support.
Attitudes about technology support were nearly identical in 2010 and 2011. More than 95 percent of the respondents agreed with all statements about technology
service and support.
Nearly all employees agree that they have access to reliable communication technologyand the technology staff are courteous, respectful, knowledgeable, and helpful.
(2044)95%
(2132)99%
(2045)95%
(2059)96%
(2121)99%
(2107)98%
(2118)94%
(2230)99%
(2150)96%
(2161)96%
(2217)98%
(2195)98%
IhavethetrainingandtechnicalsupportIneed
tousetechnologyequipment.
Ihaveaccesstoreliablecommunication
technologyincludingphonesandemail.
Ihavesufficientaccesstoinstructional
technologyincludingcomputers,software,
Maintenanceandrepairsoncomputer
equipmentarepromptandeffective.
Districttechnologystaffarecourteousand
respectfultome.
Districttechnologystaffareknowledgeableand
helpful.
TechnologySupport
2011StronglyAgreeorAgree 2010StronglyAgreeorAgree
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Only teachers and instructional aides responded to survey statements on campus environment.
Responses to statements about campus environment in 2011 were similar to responsesin the 2010 survey.
Most teachers and instructional aides who responded to the survey reported that thebuilding and grounds at their campus are clean and properly maintained (96%), they
are satisfied with the support they get from campus office staff (95%), and they have
pride in the performance of the campus (95%).
Fewer respondents (61%) agreed that their campus cafeteria provides a variety ofdaily nutritious meals.
(1324)88%
(1434)95%
(1445)96%
(925)61%
(1244)83%
(1428)95%
(1348)90%
(1174)78%
(1174)78%
1168)78%
(1292)86%
(1306)87%
(1332)88%
(1365)91%
(1386)87%
(1499)94%
(1474)93%
(979)62%
(1377)87%
(1499)94%
(1399)88%
(1222)77%
(1235)78%
(1230)77%
(1368)86%
(1358)85%
(1406)89%
(1430)90%
Iamsatisfiedwithemployeecommunications
atthecampuslevel.
IamsatisfiedwiththesupportIgetfrom
campusofficestaff.
Thebuildingandgroundsatmycampusare
cleanandproperlymaintained.
Mycampuscafeteriaprovidesavarietyofdaily
nutritiousmeals.
Iwouldcharacterizemycampusashavinga
positiveatmosphere.
Ihaveprideintheperformanceofmycampus.
Iamkeptuptodateonchangesinprocedures
andpracticeswithinmycampus.
Iaminvolvedindecisionsthatimpactmywork.
Ifeelthatmyopinionsatworkarevalued.
Peopletrustoneanotheratmycampus.
Mycampusprincipaliseffectiveinleadingmy
campustoachieveitsgoals.
Mycampusprincipalkeepsmewellinformed.
Mycampusprincipalisaccessible.
Iamtreatedfairlybymycampusprincipal.
CampusEnvironment
2011StronglyAgreeorAgree 2010StronglyAgreeorAgree
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Only teachers participated in the survey questions on teacher support, curriculum and instruction
service and support, and student discipline support.
Teacher attitudes about the support they receive were consistent from 2010 to 2011. A high percentage of teachers agree that they feel satisfied with services from campus
professionals and both the paraprofessional and campus staff work to support their
classroom efforts.
Eightyfour percent of teachers said they are satisfied with district level support andresources for teachers with special populations. Similarly, 84 percent feel central office
staff work to support their efforts in the classroom.
Eleven percent of those responding in 2011 indicated that support for teacherswith special populations was not applicable to their situation.
Seventyfive percent of teachers indicated they feel supported and appreciated by theCarrolltonFarmers Branch ISD Board of Trustees.
Fourteen percent of respondents in both 2010 and 2011 reported they had noopinion about the support of the Districts Board of Trustees.
(1298)95%
(1140)84%
(1245)92%
(1139)84%
(1261)93%
(1025)75%
(1386)96%
(1170)81%
(1322)92%
(1250)87%
(1340)93%
(1092)76%
Iamsatisfiedwiththeservicesfromcampus
professionalsupportstaff
Iamsatisfiedwithdistrictlevelsupportand
resourcesforteacherswithspecialpopulations.
Iamsatisfiedwithservicesfrom
paraprofessionalsupportstaff.
Centralofficestaffworktosupportmyefforts
intheclassroom.
Campusstaffworktosupportmyeffortsinthe
classroom.
Ifeelsupportedandappreciatedbythe
District'sBoardofTrustees.
TeacherSupport
2011StronglyAgreeorAgree 2010StronglyAgreeorAgree
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Positive attitudes about curriculum and instruction service and support remainconsistent or better than 2010 in nearly all areas surveyed.
The statement about achievement standards and grading policies showed the greatestchange in levels of agreement. Part of the variance may reflect a change in wording in2011 intended to clarify the meaning of the statement.
Most respondents reported that they understand the achievement standards andgrading policies (97%) and that teachers are challenged to be effective and have high
expectations of students (96%).
Ninety percent or more of the teachers said the instructional program in their schoolenables students to master the required TEKS; they have sufficient access to
(1273)94%
(1263)93%
(1254)92%
(1317)97%
(1135)84%
(1205)89%
(1304)96%
(1131)84%
(1253)93%
(1226)90%
(1131)84%
(1115)82%
(1308)91%
(1321)92%
(1319)91%
(1190)82%
(1154)80%
(1245)86%
(1356)94%
(1274)88%
(1306)91%
(1268)88%
(1223)85%
(1201)83%
Theinstructionalprograminmyschoolenables
studentstomastertherequiredTEKS.
Ihavesufficientaccesstoappropriateinstructional
resourcesandmaterials.
Teachersworkamicablytogetheroncommon
problems.
Iunderstandachievementstandardsandgrading
policies.
Curriculumobjectivesandmaterialsare
periodicallyreviewedwithinputfromteachers.
Guidelinesandmaterialsareavailabletohelp
teacherswithenrichment,remediation,oracceleration.
Teachersarechallengedtobeeffectiveandhave
highexpectationsforstudents.
Staffdevelopmentprovidesteacherswithuseful
knowledgeandskills.
Districtcurriculumandinstructionsupportstaffare
courteousandrespectfultome.
Districtcurriculumandinstructionsupportstaffare
knowledgeableandhelpful.
Theschoolhasasystemofcommunicationthatis
open,regular,andhonest.
Thecurrentgroupingofstudentsforinstructional
purposesisappropriate.
CurriculumandInstructionServiceandSupport
2011StronglyAgreeorAgree 2010StronglyAgreeorAgree
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instructional resources; teachers work amicably together; and the district curriculum
and instruction support staff are courteous, respectful, knowledgeable, and helpful.
More than 80 percent reported that guidelines and materials are available to helpteachers with enrichment, remediation, or acceleration (89%); curriculum objectives
and materials are periodically reviewed with input from teachers (84%); staff
development is useful (84%); the schools communication system is open, regular, andhonest (84%); and the current instructional grouping of students is appropriate (82%).
Teacher responses to statements about student discipline support were similar to2010.
Eightysix percent of teachers agreed that they are given appropriate assistance toresolve disciplinary problems in their classroom and 82 percent reported that the
principal provides leadership in setting and maintaining behavioral standards for
students.
Seventyseven percent said that the student code of conduct is consistently and fairlyenforced.
CommentsandSuggestionsforImprovement
Additional comments were provided by 566 respondents22 percent of the survey participants.
Recurring themes by order of frequency are summarized below.
The greatest number of comments (264) were accolades for the district and otheremployees including principals, assistant principals, and the superintendent, as well as
the Board of Trustees. People generally commented on how they enjoyed working in
the district, their pride in their campus and the district, and the leadership of thecampus principal and assistant principal and the superintendent.
The second most frequent comments (104) were complaints about management stylewith the most frequent comments related to inconsistent treatment of employees
including failure to address employee performance and behavior issues and poor
communication of expectations.
(1049)77%
(1120)82%
(1170)86%
1136)78%
(1241)86%
(1262)87%
Ourstudentcodeofconductisconsistentlyand
fairlyenforced.
Theprincipalprovidesleadershipinsettingand
maintainingbehavioralstandardsforstudents.
Iamgivenappropriateassistancetohelpresolve
disciplinaryproblemsinmyclassroom.
StudentDisciplineSupport
2011StronglyAgreeorAgree 2010StronglyAgreeorAgree
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Ninetyfour comments were about curriculum and instruction, with the most repeatedissues including more diverse teacher input, improved special education support for
teachers, and fewer, but more effective, meetings.
Sixtyeight comments were about compensation. Most comments referred to pay raises,the cost of insurance benefits, and the impact on pay because of snow days.
Other comment themes that were repeated by fewer than 30 people include thefollowing:
Communication about extending the school day by 15 minutes (27) Inconsistencies in student discipline (26) Treating coworkers with respect (24)
Participants also offered specific suggestions including the following: Train principals, supervisors, and teachers who oversee the work of others to
manage employees and communicate expectations more effectively.
Review and consolidate initiatives, forms, and administrative calendars toeliminate conflicts and duplication of effort. Integrate the curriculum, particularlyat the elementary level, to improve the flow from subject area to subject area. Align
subject area curriculum between campuses at the high school level.
Plan professional development so that it is timelier and dovetails with what isbeing taught in the classroom. Train teachers to better utilize parents in the
classroom.
Provide more professional development on strategies to help students withdyslexia. Schedule vertical team and special education meetings together to allow
for planning and brainstorming.
Test younger students using smaller sets of tests. Develop separate tracks and thecorresponding testing for students planning for college and students planning forother post secondary career and technology education. Reduce the number of
testing days.
Redraw attendance zones to equalize the population of students at the middleschools.
Reduce district costs. Reduce the number of central office administrators, behavior specialists,
facilitators and others administrative jobs and refocus manpower on direct
contact with students and more streamlined paperwork. Combine math and
reading instructional staff at the elementary level. Assign counselors to support
more than one school. Reduce salaries for high level administrators, lengthen
work schedules, and reduce subject specific stipends for staff before cutting
positions.
Reschedule teacher training for after school and evenings or summer to reducesubstitute costs and improve quality of class time for the students. Provide
dinner and childcare for teachers and pay a nominal training stipend to enable
after school and evening training.
Close buildings in the summer when are being used by only a small number ofpeople.
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APPENDIX
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CarrolltonFarmersBranchISD
EmployeeOpinionSurvey2011
1. JobType
Teacher
OtherProfessional(Counselor,
Diagnostician,Coordinator,Librarian,Nurse,InstructionalFacilitator,Speech
Pathologist,PhysicalTherapist,etc.)
CentralOfficeAdministrator
CampusAdministrator(PrincipalandAssistantPrincipal)
InstructionalAide
Clerical/Secretarial
AuxiliarySupport(FoodService,Custodian,Maintenance,Grounds,Security,etc.)
Other ____________________
2. WorkLocation
ElementarySchoolCampus
MiddleSchoolCampus
HighSchoolCampus
OtherLocations
3. Pleaseindicatewhichelementaryschoolcampus.
KellyPreKindergartenCenter
BlairElementarySchool
BlantonElementarySchool
CarrolltonElementarySchool
CentralElementarySchool
CountryPlaceElementarySchool
DavisElementarySchool
FarmersBranchElementarySchool
FreemanElementarySchool
FurneauxElementarySchool
GoodElementarySchool
KentElementarySchool
LandryElementarySchool
LasColinasElementarySchool
LaVillitaElementarySchool
McCoyElementarySchool
McKamyElementarySchool
McLaughlinElementarySchool
McWhorterElementarySchool
RainwaterElementarySchool
RiverchaseElementarySchool
RosemeadeElementarySchool
SheffieldPrimarySchool
SheffieldIntermediateSchool
StarkElementarySchool
StricklandIntermediateSchool
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3. Pleaseindicatewhichelementaryschoolcampus.
ThompsonElementarySchool
MultipleLocations ____________________
4. Pleaseindicatewhichmiddleschoolcampus.
BlalackMiddleSchool
BarbaraBushMiddleSchool
FieldMiddleSchool
LongMiddleSchool
PerryMiddleSchool
PolkMiddleSchool
MultipleLocations ____________________
5. Pleaseindicatewhichhighschoolcampus.
CreekviewHighSchool
EarlyCollegeHighSchool
MaryGrimesEducationCenter
RanchviewHighSchool
NewmanSmithHighSchool
R.L.TurnerHighSchool
MultipleLocations ____________________
6. Pleaseindicateyourworklocation.
AdministrationBuilding
CommunityandLearningCenter(CLC)
MarieHuieSpecialEducationCenter
Natatorium/StandridgeStadium
BeaSalazarCenter
Service
Center
at
Randolph
TechnologyLearningCenter(TLC)
Multiplelocations
Other ____________________
7. LengthofEmploymentatCarrolltonFarmersBranchISD
Lessthan1year
1 3years
4 9years
10yearsormore
8. LengthofTotalTeachingExperience(completedfullyearsofexperience)
Lessthan1year
1 5years
6 10years
11 15years
16 20years
Morethan20years
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9. Pleaseindicatewhatyouvalueasmostimportanttoyourjobsatisfaction(checkallthatapply).
Compensationandbenefits
Districtwidecommunications
Feelingsafeintheworkplace
Jobsecurity
Meaningfulwork
Recognition
Supportfromcoworkers
Supportfromsupervisors
Trainingtodothejob
Workingconditions
Pleaseindicateyourlevelofagreementwiththefollowingstatements:
10. JobSatisfaction
Strongly
Agree Agree Disagree
Strongly
Disagree
No
Opinion/
Not
Applicable
IliketheworkIdo.
Iamsatisfiedwithmyjob
assignment.
Iunderstandwhatisexpectedof
meinmyjob.
TheworkIdoismeaningfuland
satisfyingtome.
Myjobischallenging.
Iwouldrecommendmycampusor
departmenttoafriendasagood
placetowork.
Iwouldrecommendthisdistrictto
afriendasagoodplacetowork.
11. SupportfromCoworkers
Strongly
Agree Agree Disagree
Strongly
Disagree
No
Opinion/
Not
Applicable
Mycoworkerswanttohelpmebe
successful.
Mycoworkersmaintaina
welcomingatmosphere.
Mycoworkersarewillingtohelp
duringtimesofheavyworkload.
Irarelyfeelisolatedand
disconnectedfrommycoworkers.
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12. WorkingConditions
Strongly
Agree Agree Disagree
Strongly
Disagree
No
Opinion/
Not
Applicable
The
hours
I
work
are
reasonable.
Myworkloadisappropriateformy
position.
Myworklocationisclean.
Ihaveadequatespacetodomy
job.
Ifeelsafeworkingatmybuilding.
Ihavetheequipment,tools,and
suppliestobesuccessfulinmyjob.
Computersandothertechnology
resourcesareavailableandwell
supported.
Ifeelsecureinmycontinued
employmentinthisdistrict.
13. CompensationandBenefits
Strongly
Agree Agree Disagree
Strongly
Disagree
No
Opinion/
Not
Applicable
Overall,Iamsatisfiedwiththepay
andbenefitsofferedbythe
district.
IampaidfairlyfortheworkIdo.
Mypayiscompetitivewithother
districtsinthisarea.
Paypracticesareadministered
consistentlyforallemployees.
Ithinktheleavetimeprovidedto
meisappropriate.
Iunderstandmybenefitsand
knowhowtousethem.
Igethelpwithproblemsor
questionsaboutbenefits.
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14. DistrictCommunications
Strongly
Agree Agree Disagree
Strongly
Disagree
No
Opinion/
Not
Applicable
Iknowwhatthemissionandgoals
ofthedistrictare.
IamabletofindoutthethingsI
needtoknowtogetmyjobdone.
Policiesandproceduresaffecting
myworkarecommunicated
clearly.
Ihaveeasyaccesstodistrict
policies.
Thedistrictusesemaileffectively.
Thedistrictsharesimportantnews
andevents.
Thedistrictprovidesameansof
recognizingimportant
accomplishments.
Iamsatisfiedwithemployee
communicationsinthedistrict.
Thedistricthasmyconfidenceand
support.
IknowtheCFBISDbrand:An
InnovativeLeaderinLearning.
Iamsatisfiedwithemployee
communicationsinthedistrictregardingtheannualbudget.
15. HumanResourceSupport
Strongly
Agree Agree Disagree
Strongly
Disagree
No
Opinion/
Not
Applicable
ThestaffintheHumanResource
(HR)Departmentarecourteous
andrespectfultome.
HRstaffareresponsivetomycalls
oremailswhenIneedassistance.
HRpolicies,forms,andinformation
Ineedareeasytoaccess.
TheHRstaffprotectsconfidential
informationaboutemployees.
IgetthehelpandinformationI
needfromHRstaff.
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16. BusinessOfficeSupport(IncludesAccounting/AccountsPayable,Finance/Budget,andPayroll/Benefitsdepartments.)
Strongly
Agree Agree Disagree
Strongly
Disagree
No
Opinion/
Not
Applicable
The
staff
in
the
business
office
are
courteousandrespectfultome.
Thebusinessofficestaffare
responsivetomycallsoremails
whenIneedassistance.
Businessofficepolicies,forms,and
informationIneedareeasyto
access.
Thebusinessofficestaffprotects
confidentialinformationabout
employees.
IgetthehelpandinformationI
needfromthebusinessoffice
staff.
17. SupervisorSupport
Strongly
Agree Agree Disagree
Strongly
Disagree
No
Opinion/
Not
Applicable
Iamallowedtomakeappropriate
decisionswithinmyscopeof
authority.
Mysupervisormakestimelydecisions.
Mysupervisorsetscleargoalsand
objectives.
IgetthetrainingIneedtodomy
jobeffectively.
Ireceiveusefulfeedbackonmy
performance.
Ireceiveappropriatesupportwith
problemsonthejob.
Mysupervisorencourages
suggestionsforimprovement.
Recognitionisgiventotop
performers.
Ifeelmyworkisappreciated.
Icanopenlycommunicatewithmy
supervisor.
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18. TechnologySupport
Strongly
Agree Agree Disagree
Strongly
Disagree
No
Opinion/
Not
Applicable
Ihavethetrainingandtechnical
supportIneedtousetechnology
equipment.
Ihaveaccesstoreliable
communicationtechnology
includingphonesandemail.
Ihavesufficientaccessto
instructionaltechnologyincluding
computers,software,and
internet.
Maintenanceandrepairson
computerequipmentareprompt
andeffective.
Districttechnologystaffare
courteousandrespectfultome.
Districttechnologystaffare
knowledgeableandhelpful.
19. CampusEnvironment
Strongly
Agree Agree Disagree
Strongly
Disagree
No
Opinion/
Not
Applicable
Iamsatisfiedwithemployee
communicationsatthecampus
level.
IamsatisfiedwiththesupportI
getfromcampusofficestaff.
Thebuildingandgroundsatmy
campusarecleanandproperly
maintained.
Mycampuscafeteriaprovidesa
varietyofdailynutritiousmeals.
Iwouldcharacterizemycampusas
havingapositiveatmosphere.
Ihaveprideintheperformanceof
mycampus.
Iamkeptuptodateonchangesin
proceduresandpracticeswithin
mycampus.
Iaminvolvedindecisionsthat
impactmywork.
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19. CampusEnvironment
Strongly
Agree Agree Disagree
Strongly
Disagree
No
Opinion/
Not
Applicable
I
feel
that
my
opinions
at
work
are
valued.
Peopletrustoneanotheratmy
campus.
Mycampusprincipaliseffectivein
leadingmycampustoachieveits
goals.
Mycampusprincipalkeepsme
wellinformed.
Mycampusprincipalisaccessible.
Iamtreatedfairlybymycampus
principal.
20. TeacherSupport
Strongly
Agree Agree Disagree
Strongly
Disagree
No
Opinion/
Not
Applicable
Iamsatisfiedwiththeservices
fromcampusprofessionalsupport
staff.
Iamsatisfiedwithdistrictlevel
supportandresourcesfor
teacherswithspecialpopulations.
Iamsatisfiedwithservicesfrom
paraprofessionalsupportstaff.
Centralofficestaffworkto
supportmyeffortsinthe
classroom.
Campusstaffworktosupportmy
effortsintheclassroom.
Ifeelsupportedandappreciated
bytheDistrict'sBoardofTrustees.
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21. CurriculumandInstructionSupport
Strongly
Agree
Agree
Disagree
Strongly
Disagree
No
Opinion/
Not
Applicable
Theinstructionalprograminmy
schoolenablesstudentstomaster
therequiredTEKS.
Ihavesufficientaccessto
appropriateinstructional
resourcesandmaterials.
Teachersworkamicablytogether
oncommonproblems.
Iunderstandachievement
standardsandgradingpolicies.
Curriculumobjectivesand
materialsareperiodically
reviewedwithinputfrom
teachers.
Guidelinesandmaterialsare
availabletohelpteacherswith
enrichment,remediation,or
acceleration.
Teachersarechallengedtobe
effectiveandhavehigh
expectationsforstudents.
Staffdevelopmentprovides
teacherswithusefulknowledge
andskills.
Districtcurriculumandinstruction
supportstaffarecourteousand
respectfultome.
Districtcurriculumandinstruction
supportstaffareknowledgeable
andhelpful.
Theschoolhasasystemof
communicationthatisopen,
regular,andhonest.
Thecurrentgroupingofstudents
forinstructionalpurposesis
appropriate.
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22. StudentDisciplineSupport
Strongly
Agree
Agree
Disagree
Strongly
Disagree
No
Opinion/
Not
Applicable
Ourstudentcodeofconductis
consistentlyandfairlyenforced.
Theprincipalprovidesleadership
insettingandmaintaining
behavioralstandardsforstudents.
Iamgivenappropriateassistance
tohelpresolvedisciplinary
problemsinmyclassroom.
23. AdditionalComments
______________________________________________________________________
______________________________________________________________________
______________________________________________________________________
______________________________________________________________________
______________________________________________________________________