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York St John UniversityStaff Survey Highlights 2010
David EvansResearch Consultant
October 2010
Introduction
– Participation– Employee engagement measures– Areas for improvement– Areas of strength– Other key issues– Employer of Choice– Staff comments
Response rate 2010 All staff 60% (51% in 2008)
[HEI average 56%]
Response rate by staff group
51%
65%
43%
57%
Academic staff
Admin, professional and technical staff
Ancillary staff
Senior Management Team
Chart 89: Response rate by Staff Group
Compared to 2008:• 187 comparable questions• 21 issues showed a statistically significant
improved score • 18 issues showed a statistically significant
deterioration in score
Comparisons with 2008
Biggest improvements:• Staff attending the Staff Open Forums who find these helpful/informative -
88% in 2010 (69% in 2008)• Staff attending the Staff Open Forums - 37% in 2010 (19% in 2008)• Staff satisfied with the physical accommodation provided for teaching
students - 74% in 2010 (61% in 2008)• Staff having an individual appraisal/performance development review in the
last 12 months - 81% in 2010 (68% in 2008)• Staff having a clean work space - 86% in 2010 (75% in 2008)• Staff who are aware of the Staff Open Forums held in the University - 95% in
2010 (87% in 2008)• Staff saying the University Senior Management Team are focused on meeting
the needs of students/service users - 73% in 2010 (65% in 2008)
Comparisons with 2008
Deteriorations:• Staff feeling their job security at the University is good - 68% in 2010 (83% in 2008)• Staff experiencing discrimination who have reported this - 11% in 2010 (25% in 2008)• Staff experiencing harassment and bullying who have reported this - 20% in 2010
(32% in 2008)• Staff saying the process of change causes me concern and worry - 32% in 2010 (21%
in 2008)• Staff feeling there are opportunities for career progression in the University - 32% in
2010 (42% in 2008)• Staff saying they have seen some positive changes in the last 12 months - 74% in
2010 (83% in 2008)• Staff saying, in their opinion, recent changes have been well communicated - 55% in
2010 (64% in 2008)
Comparisons with 2008
Employee Engagement
Key Drivers of Employee Engagement
• Having opportunities to feed views upwards• Feeling well informed about what is
happening in the organisation• Believing their manager is committed to the
organisation
CIPD Working Life: Employee Attitudes and Engagement
Employee Engagement(High Score is a good result)
Question York St John University
agree %
HEINorm
agree %My immediate manager helps me find a good balance between my work and home life
75% 73%
The University is a good place to work 94% 90%
My motivation at work is generally high 88% 86%
My satisfaction at work is generally high 83% 77%
I feel part of the University 79% 73%
I feel the University delivers good quality service to students/other customers
92% 88%
I understand what the values of the University are 87% 78%
The values of the University are moving in a direction I support 79% 73%
I feel proud to work for the University 88% 89%
The University Senior Management Team manage and lead the University well (excluding 'Don't know')
82% 69%
Employee Engagement(High Score is a good result)
Question York St John University
agree %
HEINorm
agree %Would you recommend the University to a friend as a place to work?
81% 75%
I am satisfied with my current role and level of responsibility 72% 72%
My line manager/supervisor/team leader keeps me informed about things I should know about
72% 71%
I feel fairly paid for the work I do 65% 63%
I feel safe and secure in my working environment 97% 92%
Do you know how to report accidents and incidents? 79% 69%
I am satisfied with the support I get from my immediate manager 76% 78%
On the whole, communication in the University is effective 65% 63%
I am satisfied with my current level of learning and development 70% 69%
Employee Engagement(Low Score is a good result)
Question York St John Universityagree %
HEINorm
agree %Overall I feel unduly stressed at work 25% 29%
Are you currently being harassed or bullied at work? 3% 5%
Have you felt discriminated against at work in the last 12 months?
7% 11%
I often think about leaving the University 33% 37%
More could be done to help staff prepare for and cope with change
65% 75%
Key to Scores – Median values• (York St John University 2008 score) • [HEI benchmark group]
Benchmarking
Top Issues: Workload & Bureaucracy
• 63% (59%) [64%] felt they had to put in a lot of extra time in last year to meet their workload demands
• 53% (53%) [56%] feel that too many approvals are needed for routine decisions
• 49% (51%) [47%] feel they are required to do unimportant tasks which prevent them from completing more important ones
• 25% (27% 2008) feel unduly stressed at work [29%]:– Caused by work demands, workload, insufficient staff– 37% (39% in 2008) reported it
Top Issues: Staff Retention & Career Progression
• 55% (59%) [56%] do not feel the University is doing a good job of retaining its most talented people
• 68% (58%) [56%] do not feel that there are opportunities for career progression for them in the University
• 33% (38%) [37%] often think about leaving the University – e.g. they want to leave to develop their careers at another education institution or they are unhappy in their job
• 52% (55% in 2008) [43%] feel that the current pace of change is about right; 14% think it is too fast and 14% too slow
• 36% (37%) [49%] feel that change within the University is not managed well
• 39% (38%) [42%] feel that change within their Faculty/Department is not managed well
• 65% (64%) [74%] feel that more could be done to help staff prepare for and cope with change
Top Issues: Managing Change
Top Issues: Communication
• 35% said on the whole, communication in the University is not effective (38% in 2008) [37%]
• 49% said communication between senior management and staff is not effective (51% in 2008) [52%]
• 59% said on the whole, the different parts of the University do not communicate effectively with each other (65%) [65%]
Occupation group Areas for improvement
Academic •Workload & bureaucracy, retaining talented staff, communication, managing change
Administrative/professional/technical staff
•Career progression, pay, managing change, communications, workload & bureaucracy
Ancillary staff •Career progression, intention to leave HE, managing change, communications, workload, staff involvement
Areas for improvement by staff group
Staff Perceptions 2010
Job satisfaction Immediate managers
Pay & benefits Working together
Clarity of roles & responsibility Quality of service
Treating people equally Feeling valued
Areas of Strength
• 96% (94%) [89%] say, generally, they enjoy their work• 90% (90%) [86%] are satisfied with the support they
get from their work colleagues• 89% (92%) [90%] said they can decide on how to go
about doing their workBUT • 33% do not feel their job security is good (16%)
[26%]
Job satisfaction
• 86% feel, overall, the University offers a good pay and benefits package (83%) [83%]
• Nearly all respondents said the University offers good pension schemes, sick pay, holiday and maternity entitlement
BUT • 35% (41%) [36%] do not feel fairly paid for the
work they do
Pay & benefits
Immediate managers
• 90% (91%) [90%] is approachable• 88% (91%) [89%] is supportive in a personal crisis• 87% (85%) ensures they have the skills they need to
be able to do their job well• 86% [86%] respects and values them BUT• 38% (42%) [42%] does not deal with poor
performance effectively• 36% (37%) [38%] does not motivate them to give
their best
Quality and Values
• 96% (96%) know a lot or a little about the University’s core values
• 92% (89%)[87%] feel the University delivers good quality service to students/other customers
• 94% (93%) [90%] feel their Faculty/ Department delivers good quality service to students/other customers
Other key results
• 3% (6%) [5%] of respondents said they are currently being harassed or bullied at work– 90% (95%) said this was by a colleague or manager– Main forms were excessive criticism or being
singled out for unfair treatment – 20% had reported this (32%)– Main reasons for not reporting: nothing would
happen, possible victimisation, concerns about being labelled a troublemaker
Harassment & Bullying
• 7% (9%) [11%] of respondents felt discriminated against at work in the last 12 months– 82% said person responsible was more senior and 29% at
the same level as them– Discrimination because of level in organisation (36%)
(31%), gender (32%) (29%) and age (29%) (45%)– 11% reported (25%)– Not reported because of concerns about being labelled a
troublemaker or possible victimisation
Discrimination
• 79% (83%)[73%] feel a part of the University• 88% [89%] feel proud to work for the
University• 81% (81%) would recommend the University
as a place to work
“The University is a good place to work” 94% said it is (94%) [89%]
Employer of choice
• Friendship/camaraderie of team/colleagues • There is a happy/friendly /stress free working
atmosphere/environment • Working time flexibility/home working is good• Good holiday provision • Good location
Comments about good things working for York St John
• Improve communication overall • Improve/introduce catering facilities/better food • Improve communication between
colleagues/team members/departments • Improve condition/size of working environment • Increase involvement in/communication about
important issues
Comments on improvements needed
Questions and discussion
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