2015 EMPLOYEE ENGAGEMENT SURVEY

2017

Employee Engagement Survey

Prepared by

Kristine D. Cunningham Human Resources Director

2017 EMPLOYEE ENGAGEMENT SURVEY

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TABLE OF CONTENTS

OVERVIEW 4

SURVEY FORMAT 5-6

SURVEY RESPONSE RATE 7

QUESTION 1 8

QUESTION 2 8

QUESTION 3 9

QUESTION 4 9

QUESTION 5 10

QUESTION 6 10

QUESTION 7 11

QUESTION 8 11

QUESTION 9 12

QUESTION 10 12


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QUESTION 11 13

QUESTION 12 13

QUESTION 13 14

QUESTION 14 14

QUESTION 15 15

QUESTION 16 15

QUESTION 17 16

QUESTION 18 16

QUESTION 19 17

QUESTION 20 18

RECOMMENDATIONS 19


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OVERVIEW

Conducting engagement surveys is a useful way of gathering insight into what is

important to our employees. The results of this survey will help the County to:

1. Measure Employee Engagement: The primary reason for issuing

engagement surveys is to measure the engagement level of our

employees. Measuring the key drivers of engagement within our

organization will allow leaders to assess whether our employees are

engaged or disengaged.

2. Give Employees a Voice: Engagement surveys are crucial because they

give employees a venue for open feedback. It is an opportunity to involve

employees in the development process by giving them a direct voice to

County leaders.

3. Increase Employee Engagement: Once we have assessed how engaged

our employees are we can then create an action plan to increase

engagement. The information obtained from the survey will allow us to

identify strengths and opportunities for improving engagement in our

organization.

4. Direct Organizational Growth: Knowing how the County measures on areas

such as employee satisfaction, management/leadership effectiveness and

working environment will give us tangible objectives for change.

5. Benchmark Results: Conducting employee engagement surveys will allow

us to benchmark the data for comparison purposes. Benchmarking will

allow us to identify whether any issues are specific to the County or are

common across the nation.


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SURVEY FORMAT The survey was conducted using Survey Monkey. Survey Monkey is an online

survey company that provides customizable online surveys, data collection, and

data analysis.

The survey questions were selected based on employee engagement surveys

conducted in both the private and public sector. Responses are anonymous;

however, the employee can select what specific Department they work in.

We included most of the questions from the 2015 survey; however, we added a

few new questions this year.

The 2017 Employee Engagement Survey Questions are below:

1. My job contributes to the County's ability to serve the community.

2. I know what is expected of me in my job.

3. I have all the necessary tools needed to be successful in my current

position.

4. On an annual basis, I meet with my direct supervisor to discuss my job

performance.*

5. My work gives me a feeling of accomplishment.

6. There are people at work who care about me as a person.

7. My department's supervisors/managers really listen to employees.

8. My department's supervisors/managers lead by example and serve as a

role model for employees.

9. My department's supervisors/managers treat everyone fairly.

10. My department’s supervisors/managers support employee attendance at

training opportunities. *

11. My department's supervisors/managers support employee wellness efforts.


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12. My immediate supervisor respects my ideas.

13. My relationship with my immediate supervisor is...

14. I have the opportunity to use my skills and experience in my current

position.

15. I am aware of advancement opportunities throughout the County.

16. Kalamazoo County Government offers a comprehensive benefit package,

including health, dental, vision, disability, life, flexible spending account,

and deferred compensation.

17. I feel that I am adequately compensated/paid for the work that I perform

on a daily basis.

18. Human Resources provides valuable training programs for staff. *

19. Overall, I am satisfied with my employment within Kalamazoo County

Government.

* New question

For most questions, employees select “Strongly Agree”, “Agree”, “Neutral/No

opinion”, “Disagree” and “Strongly Disagree”. NOTE: For question number 13,

respondents could select “Excellent”, “Good”, “Satisfactory”, “Fair”, and “Poor”.


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SURVEY RESPONSE RATE The survey was e-mailed to all employees on several occasions over a 30-day

period. In addition, paper copies of the survey were provided to select

departments.

Of the 910 County employees, 563 employees responded to the survey...a

response rate of over 62%! This is a significant increase from the 2015 survey,

in which only 427 employees completed the survey.

NOTE: This survey is completed every TWO years; therefore, we have no data for

2016.

NOTE: Some respondents chose to skip questions. Therefore, the results for each

question are based on those respondents who chose to answer that specific

question.

62%

48%

0% 10% 20% 30% 40% 50% 60% 70%

2017

2015

Response Rate


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QUESTION #1

My job contributes to the County's ability to serve the community.

QUESTION #2

I know what is expected of me in my job.

58%

36%

4%1% 1%

58%

35%

6%1% 0%

0%

10%

20%

30%

40%

50%

60%

70%

Strongly Agree Agree Neutral/No opinion Disagree Strongly Disagree

2017 2015

50%

42%

4% 3% 1%

51%

41%

4% 4%0%

0%

10%

20%

30%

40%

50%

60%


2017 2015


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QUESTION #3

I have all the necessary tools needed to be successful in my current

position.

QUESTION #4

On an annual basis, I meet with my direct supervisor to discuss my

job performance.

19%

46%

14%19%

2%

18%

46%

15% 17%4%

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%


2017 2015

43%38%

12% 5%2%

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%


2017

NOTE: This question was not included in the 2015



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QUESTION #5

My work gives me a feeling of accomplishment.

QUESTION #6

There are people at work who care about me as a person.

31%

46%

14%

6% 2%

30%

43%

16%

6%4%

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%


2017 2015

32%

49%

13% 4%1%

32%

47%

14% 5%2%

0%

10%

20%

30%

40%

50%

60%


2017 2015


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QUESTION #7

My department’s supervisors/managers really listen to employees.

QUESTION #8

My department's supervisors/managers lead by example and serve

as a role model for employees.

23%

35%

18%15%

9%

21%

37%

16%13% 12%

0%

5%

10%

15%

20%

25%

30%

35%

40%


2017 2015

24%

33%

20%

13%

9%

21%

30%

22%

13% 13%

0%

5%

10%

15%

20%

25%

30%

35%


2017 2015


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QUESTION #9

My department's supervisors/managers treat everyone fairly.

QUESTION #10

My department's supervisors/managers support employee

attendance at training opportunities.

22%

34%

17%15%

12%

19%

30%

19%17%

15%

0%

5%

10%

15%

20%

25%

30%

35%

40%


2017 2015

30%

42%

18%

6%4%

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%


2017

NOTE: This question was not included in the 2015



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QUESTION #11

My department's supervisors/managers support employee wellness

efforts.

QUESTION #12

My immediate supervisor respects my ideas.

23%

39%

29%

7% 3%

18%

36%

31%

9%6%

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%


2017 2015

35%38%

16%

7%4%

35%38%

14%

6% 7%0%

5%

10%

15%

20%

25%

30%

35%

40%


2017 2015


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QUESTION #13

My relationship with my immediate supervisor is...

QUESTION #14

I have the opportunity to use my skills and experience in my current

position.

39%36%

10% 10% 4%

38%34%

13%10% 4%

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

Excellent Good Satisfactory Fair Poor

2017 2015

36%

45%

10% 6% 2%

33%

46%

9% 8%4%

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%

Strongly Agree Agree Neutral/No Opinion Disagree Strongly Disagree

2017 2015


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QUESTION #15

I am aware of advancement opportunities throughout the County.

QUESTION #16

Kalamazoo County Government offers a comprehensive benefit

package, including health, dental, vision, disability, life, flexible

spending account, and deferred compensation.

26%

50%

18%4% 2%

18%

48%

22%

8% 4%0%

10%

20%

30%

40%

50%

60%


2017 2015

34%

50%

11% 4% 1%

32%

45%

14% 6%2%

0%

10%

20%

30%

40%

50%

60%


2017 2015


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QUESTION #17

I feel that I am adequately compensated/paid for the work that I

perform on a daily basis.

QUESTION #18

Human Resources provides valuable training programs for staff.

10%

39%

18%22%

10%8%

33%

17%

29%

12%

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%


2017 2015

15%

45%

34%

5%1%

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%


2017

NOTE: This question was not

included in the 2015



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QUESTION #19

Overall, I am satisfied with my employment within Kalamazoo County

Government.

20%

57%

15%6%

2%

16%

55%

18%8%

4%

0%

10%

20%

30%

40%

50%

60%


2017 2015


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QUESTION #20

I work for the following Department/Court:

7

90

39

4

1

11

1

8

58

9

104

8

4

2

58

0

5

8

113

15

9

7

2

6

53

30

2

2

7

0

4

70

2

94

5

4

2

34

0

4

6

70

15

4

6

3

0 20 40 60 80 100 120

Treasurer's Office

Sheriff's Office

Prosecuting Attorney's Office

Probate Court

Planning

Parks/Expo

MSU Extension

Information Systems

I prefer not to answer

Human Resources

Health & Community Services

Finance

Equalization

Drain Office

District Court

Corporate Counsel's Office

Community Corrections

Clerk/Register

Circuit Court

Buildings & Grounds

Animal Services

Airport

Administrator's Office

2015 2017


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RECOMMENDATIONS Based on the survey results and comments from employees, Human Resources

recommends the following:

Continue funding the Leadership Academy for all supervisors. This Academy

was highly rated and participants were very appreciative of the lessons

learned. This Academy is key to helping our supervisors go beyond being

managers and truly becoming leaders throughout our organization.

Create a Supervisors 101 all-day training. This training would address a variety

of important supervisory duties, employment law issues, performance

evaluation and employee discipline principles, etc.

Continue to review vision and dental coverage. Determine if

expanding/enhancing coverage is cost-prohibitive, HR should communicate

that information to all employees (email or County Connection) so that they

have a clearer understanding of why the County has chosen these benefits.

Explore additional training opportunities for employees related to cultural

competency and implicit bias. Explore additional training opportunities with

new vendors related to cultural competency and implicit bias.

Explore additional training for supervisors related to coaching and emotional

intelligence. Provide training opportunities for supervisors on important

supervisory skills such as coaching, emotional intelligence, etc.

Continue to encourage employees to seek HR’s assistance when facing

difficulties in the workplace. HR needs to explain how/when we can help,

address confidentiality issues, parameters when working under an elected

official, etc.

Discuss the addition of separate leave time for bereavement. Employees are

requesting separate leave time for bereavement to ensure they are approved

for time off when a death in their immediate family occurs.

Expand FMLA leave to employees that share a child. Provide separate FML

leave balances for employees that are married and share a child.

2015 EMPLOYEE ENGAGEMENT SURVEY

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