21101566 Employee Satisfaction Survey

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Employee Satisfaction Survey

September 1998

Edward A. Feaver, Secretary


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For additional copies of this report, please visit our publications website at:http://www.dcf.state.fl.us/~os/osevmain/pubs.htm


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DEPARTMENT OF CHILDREN & FAMILIES

TABLE OF CONTENTS

Executive Summary........ .......... .......... .......... ......... .......... .......... ......... .......... .............3Introduction .......... ......... .......... .......... .......... ......... .......... .......... ......... .......... .............5 SurveyResults...... ......... .......... .......... .......... ......... .......... .......... ......... .......... .............7

Statewide ..... ......... .......... .......... .......... ......... .......... .......... ......... .......... .............7Districts........ ......... .......... .......... .......... ......... .......... .......... ......... .......... ..........17Institutions ... ......... .......... .......... .......... ......... .......... .......... ......... .......... ..........26 ImprovementStrategies. .......... .......... .......... ......... .......... .......... ......... .......... ..........31Appendices .......... ......... .......... .......... .......... ......... .......... .......... ......... .......... ..........33 A: EmployeeSurvey ........ .......... .......... ......... .......... .......... ......... .......... ..........35 B:Methodology..... .......... .......... .......... ......... .......... .......... ......... .......... ..........37 C: Workgroup Member List......... .......... ......... .......... .......... ......... .......... ..........40

Page 7 1998 Report of Employee Satisfaction Survey


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EXECUTIVE SUMMARYThe Department of Children and Familiesmission is to work in partnership with local communities to help people beself-sufficient and live in stable families and communities. To accomplish this mission, the department must maintaina workforce that is well-trained, competent and generally satisfied with its work environment on a daily basis.Unhappy and disgruntled employees do not produce quality results. A statewide employee satisfaction survey was

administered to each of the Department of Children and Familiesemployees. The survey was designed to measuresatisfaction on a broad range of issues considered to be important to the department employees, s includingemployeesperceptions of how well the department is providing a work environment which encourages productivity,

personal growth, safety and communication. The results of the survey will serve as the FY 97-98 baseline data for improvement efforts focused on employee satisfaction. It is clear that the department cannot hope to fully attain itsgoals and mission with a workforce that has a high degree of dissatisfaction. A total of 27,954 surveys weredistributed statewide during March 1998. The intent was for every department employee to have an opportunity torespond anonymously to the survey. The one-page survey instrument included 20 statements to be rated on a five-

point scale. Statement 20 was a roll-up item which asked the employee to rate his or her overall job satisfaction. Of the surveys distributed, 10,740 were returned for a statewide response rate of 38%. This response rate was generallygood, but some districts and institutions had response rates low enough that their results should be viewed withcaution. The survey results indicate numerous opportunities for the development of improvement strategies. Districtand Central Office respondents reported a range of overall satisfaction rates from a high of 74.5% to a low of 55.8%.

In developing its 1997 - 1998 strategic support objectives, the department selected a 70% satisfaction rate as its target.District 8, with the 74.5% rate, was the only district to attain this level. Although four institutions exceeded 70%, onlyG. Pierce Wood Memorial Hospital and North Florida Evaluation and Treatment Center had response rates above30%. Analysis of low levels of satisfaction expressed through this survey can be useful in quality improvementefforts. Districts and institutions are encouraged to investigate problem areas and develop strategies for improvement.



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STATEWIDE SURVEY RESULTSOverall, employee response to the survey was good, but there were significant variations in the rates. As a group, the15 districts experienced a 48% return rate, while the institutions attained a rate of 26%. The return rate for CentralOffice was 35%. Extremely low return rates tend to produce less reliable data. The following chart provides a

breakdown of the response rate for each district, institution and the Central Office.

Response Rates By District/Institution District/Institution # Distributed # Returned Response Rate District 1 720 53274% District 2 930 645 69% District 3 670 483 72% District 4 1,117 465 42% District 5 1,037 495 48% District 61,316 536 41% District 7 1,552 1,055 68% District 8 877 568 65% District 9 725 294 41% District 10 1,021 353 35%District 11 2,812 592 21% District 12 486 212 44% District 13 621 309 50% District 14 687 430 63% District 15 406250 62% Central Office 1,238 431 35% Florida State Hosp. 2,575 577 22% G.Pierce Wood 1,223 541 44% N.E. Fla.State Hosp. 1,642 369 22% S.Fla. State Hosp. 907 179 20% N.FL.Eval.Treatment 487 292 60% S.FL.Eval.Treatment414 81 20% Tacachale 1,761 512 29% Gulf Coast Center 965 208 22% Sunland-Marianna 1,013 174 17% Landmark 752 157 21% Total 27,954 10,740 38%



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Overall Employee SatisfactionBased on the 10,740 survey responses, the chart reflects the percent satisfied for each of the 20 survey statements. The

percentages in the chart are based on the number of employees who indicated that they either strongly agree or agree with the statement. A benchmark of 70% was chosen as an overall statewide employee satisfaction target. Theshaded boxes represent the districts with the highest and lowest satisfaction percentages for each statement. Survey

Questions 1 through 20: Percent Satisfied by DistrictsDistricts Q 1 Q 2 Q 3 Q 4 Q 5 Q 6 Q 7 Q 8 Q 9 Q 10 Q 11 Q 12 Q 13 Q 14 Q 15 Q 16 Q 17 Q 18 Q 19 Q 20 1 63.890.1 87.7 53.9 56.6 66.7 53.7 60.0 30.4 59.3 44.1 64.9 77.8 24.6 51.3 35.5 57.7 48.2 83.7 64.7 2 72.6 91.8 90.9 55.259.2 69.9 57.4 67.6 43.7 56.2 54.6 67.9 84.0 29.3 67.4 53.6 68.7 53.5 85.1 67.9 3 65.6 88.3 90.9 59.8 62.4 71.7 56.268.6 42.0 57.5 53.2 69.2 81.2 32.2 63.8 49.3 68.9 54.5 88.2 69.6 4 66.0 87.0 91.7 59.8 60.1 72.2 54.5 66.9 37.9 63.749.3 75.1 81.2 21.6 56.5 35.2 54.9 48.2 85.9 65.6 5 68.0 89.6 88.0 59.9 57.8 63.8 53.5 67.1 41.5 66.3 45.2 71.9 77.224.7 49.8 43.3 65.4 49.5 84.9 63.7 6 61.9 89.6 88.8 58.1 62.6 65.6 52.1 64.2 37.3 63.3 41.7 66.9 77.5 23.6 53.7 44.358.8 51.9 85.0 65.3 7 56.8 86.5 88.7 51.2 50.1 64.6 49.4 57.7 42.6 51.4 44.7 64.5 72.6 22.6 57.2 39.3 57.6 44.0 82.059.0 8 65.9 92.1 90.8 66.9 68.1 72.2 58.3 73.6 45.2 62.5 55.0 72.7 85.2 27.4 55.7 42.2 61.0 59.9 88.4 74.5 9 52.1 84.384.1 53.3 52.8 53.4 52.9 61.4 32.4 61.4 38.8 68.0 82.4 19.1 43.3 42.9 67.1 43.6 75.0 58.2 10 53.3 87.4 86.2 45.7 48.655.5 46.1 45.2 34.2 51.9 38.1 60.5 71.0 18.3 42.9 34.9 56.7 35.7 78.8 55.8 11 54.9 84.9 83.5 52.6 50.2 55.3 53.6 57.140.1 52.1 40.5 58.8 79.4 22.1 53.9 43.8 52.9 38.8 74.9 58.6 12 56.7 82.1 80.7 55.3 50.5 58.2 48.3 55.1 36.7 39.6 37.853.3 74.6 23.7 53.2 36.2 54.3 42.1 75.6 58.1 13 75.6 90.3 88.0 54.5 56.2 62.1 49.0 53.4 43.9 43.4 52.1 63.9 82.6 27.8

51.0 40.3 57.1 47.4 86.5 66.6 14 56.6 82.6 82.7 51.6 52.4 55.9 35.7 37.4 40.3 50.9 40.9 57.9 76.1 19.6 45.9 36.0 57.139.4 77.9 58.3 15 71.8 86.8 84.8 62.0 58.3 64.3 60.3 67.3 40.2 61.6 48.5 73.8 80.1 28.5 58.6 44.2 62.7 51.8 77.2 67.2CO 81.9 87.5 80.0 53.2 63.6 57.6 58.3 61.7 35.0 56.3 47.7 61.5 79.9 41.8 65.7 48.0 69.4 57.3 74.9 64.3

Highest Lowest

LegendQ1 Q2 Q3 Q4 Q5 Q6 Q7 Q8 Q9 Q 10 Safe At Work We Work Well Together I Understand What is ExpectedOpportunity To Participate Chance To Be Creative Kept Informed Satisfied With Workload Given Tools To Do TheJob Chance To Move Up Chance For Education & Training Q 11 Q 12 Q 13 Q 14 Q 15 Q 16 Q 17 Q 18 Q 19 Q 20Recognized For My Service Get The Training I Need Happy With My Work Hours Paid Based On ResponsibilityComfortable With Level of Job Security Retirement Package Is Adequate Satisfied With benefits Chance To HelpMake Decisions Boss Treats Me Fairly Satisfied With My Job



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Survey Questions 1 through 20: Percent Satisfied by InstitutionsFlorida State Hospital Q 1 Q 2 Q 3 Q 4 Q 5 Q 6 Q 7 Q 8 Q 9 Q 10 Q 11 Q 12 Q 13 Q 14 Q 15 Q 16 Q 17 Q 18 Q 19 Q20 64.9% 86.8% 85.9% 54.5% 54.2% 62.1% 62.4% 63.9% 32.4% 50.9% 42.7% 72.5% 79.5% 30.6% 60.1% 46.9%62.1% 48.5% 79.3% 68.3% G. Pierce Wood 52.2% 85.0% 82.7% 61.1% 58.7% 63.9% 63.2% 55.1% 40.7% 53.0%47.7% 69.0% 78.6% 30.9% 49.5% 45.8% 61.2% 56.0% 76.0% 68.2% NEFSH SFSH NFETC SFETC

TacachaleGulf Coast Center 75.3% 75.4% 79.4% 52.7% 59.0% 55.5% 54.1% 54.6% 40.9% 45.9% 44.5% 59.6% 76.0% 34.1%52.7% 39.9% 28.0% 50.7% 69.4% 61.5%

Sunland Marianna

Landmark

77.6% 91.9% 88.1% 67.9% 62.6% 75.4% 63.5% 72.9% 42.7% 58.8% 50.5% 76.7% 76.2% 32.7% 64.0% 52.8%66.9% 53.1% 80.0% 73.4%

57.2% 83.3% 86.5% 54.0% 59.6% 57.6% 52.8% 52.0% 30.5% 55.7% 44.6% 63.7% 84.3% 24.4% 31.5% 40.0%

62.0% 40.7% 76.1% 64.3%

70.7% 84.7% 85.5% 65.0% 69.0% 71.7% 75.4% 70.3% 39.2% 51.4% 55.3% 67.7% 84.3% 37.3% 70.9% 44.1%73.7% 62.7% 78.2% 73.3%

52.5% 81.7% 87.8% 56.3% 51.3% 62.6% 64.6% 48.1% 26.3% 46.9% 41.4% 65.1% 82.9% 33.3% 45.1% 46.8%68.8% 35.1% 76.6% 61.7%

77.4% 80.5% 89.0% 66.0% 67.7% 69.3% 70.5% 66.8% 49.1% 57.2% 56.1% 74.0% 82.8% 41.8% 63.1% 46.7%69.5% 59.8% 80.2% 78.3%

83.2% 86.9% 86.3% 66.7% 69.2% 71.3% 66.5% 60.2% 35.7% 52.9% 51.2% 67.2% 78.1% 39.9% 71.7% 51.8%62.8% 56.9% 78.0% 77.0%

62.9% 86.1% 86.7% 65.8% 63.8% 64.7% 60.5% 57.7% 47.7% 70.0% 49.0% 69.2% 76.6% 36.0% 49.4% 49.2%64.7% 56.2% 74.5% 66.3%

Highest Lowest

LegendQ1 Q2 Q3 Q4 Q5 Q6 Q7 Q8 Q9 Q 10 Safe At Work We Work Well Together I Understand What is ExpectedOpportunity To Participate Chance To Be Creative Kept Informed Satisfied With Workload Given Tools To Do TheJob Chance To Move Up Chance For Education & Training Q 11 Q 12 Q 13 Q 14 Q 15 Q 16 Q 17 Q 18 Q 19 Q 20Recognized For My Service Get The Training I Need Happy With My Work Hours Paid Based On ResponsibilityComfortable With Level of Job Security Retirement Package Is Adequate Satisfied With benefits Chance To Help

Make Decisions Boss Treats Me Fairly Satisfied With My Job



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Statewide Satisfaction - By Statement

Only four statements exceeded the statewide target of 70% of 80% employees being in agreement. 70% 70% Thehighest responses related 60% to supervisor expectations, 50% working with co-workers, fair 40% treatment by onesupervisor s 30% and work hours. The responses 20% which expressed the lowest levels of satisfaction were 10%

related to salary, promotional 0% 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 opportunities and the retirementStatement package. With 75% of the statements failing to attain the target level of satisfaction, there are clearly manyimprovement opportunities available to all districts, institutions and the Central Office.n=10,740 Statewide Target = 70%90%

100%

LegendQ1 Q2 Q3 Q4 Q5 Q6 Q7 Q8 Q9 Q 10 Safe At Work We Work Well Together I Understand What is ExpectedOpportunity To Participate Chance To Be Creative Kept Informed Satisfied With Workload Given Tools To Do TheJob Chance To Move Up Chance For Education & Training Q 11 Q 12 Q 13 Q 14 Q 15 Q 16 Q 17 Q 18 Q 19 Q 20Recognized For My Service Get The Training I Need Happy With My Work Hours Paid Based On Responsibility

Comfortable With Level of Job Security Retirement Package Is Adequate Satisfied With benefits Chance To HelpMake Decisions Boss Treats Me Fairly Satisfied With My Job



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Survey Participation by Gender Of those who responded to the survey, 7,912 females and 2,782 males identified their gender. These numbersrepresent 73.6% and 23.1% respectively. Approximately 3% of respondents did not indicate a gender. The gender makeup of the department as a whole is 69% female and 31% male. The greatest disparity between femalerespondents and male respondents was with statement #1, feel Safe At Work. I Seventy-three percent of the males

felt safe at work, while only 62% of females felt safe at work. A variety of circumstances could account for whyindividual employees disagreed with this statement and a more detailed inquiry at the district level may identifyspecific opportunities for improvement.

Survey Statements 1 through 20: Satisfaction by Gender Statement Overall Male 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13.14. 15. 16. 17. 18. 19. 20. Safe At Work We Work Well Together I Understand What is Expected Opportunity ToParticipate Chance To Be Creative Kept Informed Satisfied With Workload Given Tools To Do The Job Chance ToMove Up Chance For Education & Training Recognized For My Service Get The Training I Need Happy With MyWork Hours Paid Based On Responsibility Comfortable With Level of Job Security Retirement Package Is AdequateSatisfied With benefits Chance To Help Make Decisions Boss Treats Me Fairly Satisfied With My Job 64.8% 87.1%86.9% 57.3% 58.3% 64.6% 55.9% 61.2% 39.7% 55.8% 47.0% 67.2% 79.0% 27.9% 56.0% 43.3% 61.8% 49.7%80.9% 65.7% 10,740 72.6% 87.4% 86.4% 58.5% 58.7% 58.4% 56.3% 60.7% 37.0% 53.9% 48.0% 65.6% 79.6%30.6% 55.8% 41.3% 59.9% 52.2% 81.7% 65.3% 2,782

Female 62.1% 86.9% 87.2% 56.9% 58.1% 65.1% 55.8% 61.4% 40.6% 56.4% 46.6% 67.8% 78.9% 27.0% 56.1%44.1% 62.4% 48.8% 80.7% 65.8% 7,912

Number of Surveys Returned



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Statement #20 "I Am Satisfied With My Job" By District100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% 70%

n=7,650

Statewide Target = 70%1

2

3

4

5

6

7

8

9 10 11 12 13 14 15 CO

Statement #20 am satisfied with I my job was the roll-up statement which summarized the overall satisfaction of the employee. The accompanying chart indicates job satisfaction throughout the state and corresponds to the shadedmap on page 15. As can readily be seen, only District 8 exceeded the first year target of 70%. District 3 was next at69.6%

District

Statement #20 "I Am Satisfied With My Job" By Institution

Overall employee satisfaction among employees at the 80% department institutions reflected a s 70% 70% somewhat better result, but readers 60% of the survey should be cautioned 50% that eight of the 10 institutions* had 40%response rates below 30%. As 30% noted in the introduction to this 20% report, low response rates reduce 10% theconfidence level of the data s 0% reliability. Northeast Florida State FSH G.P. N.FSH S.FSH NFETC SFETCTacacha Gulf Sunland Landma Wood Coast Hospital, North Florida Evaluation & Institution Treatment Center,Tacachale and Sunland-Marianna all exceeded the 70% target, but of these, only North Florida Evaluation &Treatment Center and G. Pierce Wood Memorial Hospital with response rates of 60% and 44% respectively, exceeded30%.100%

n=3,090

Statewide Target = 70%

90%

* 1. Florida State Hospital (FSH) 2. G. Pierce Wood Memorial Hospital (GPW) 3. Northeast Florida State Hospital(NEFSH) 4. South Florida State Hospital (SFSH) 5. North Florida Evaluation & Treatment Center (NFETC) 6. SouthFlorida Evaluation & Treatment Center (SFETC) 7. Tacachale (TCLE) 8. Gulf Coast Center (GCC) 9. Sunland atMarianna (SAM) 10.Landmark Learning Center (LLC)


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Employee Satisfaction by Length of ServiceThe data in the following chart suggest that employee discontent reaches its peak in years three through five. In thislength of service range, the percentage of employee satisfaction was below the overall percentage on every one of the20 survey statements. Districts and the department as a whole may want to examine these results relative to employeeturnover rates. The survey indicates that employees whose service exceeds 10 years are more satisfied with their

employment. For most statements, the percentage of satisfied employees increased steadily after the 10 year level wasreached. For every statement, employees with over 20 years of service were more satisfied than employees in the sixto 10 year category.

Survey Statements 1 through 20: Percent Satisfied by Length of ServiceQuestions 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. 16. 17. 18. 19. 20. Safe At Work We Work Well Together IUnderstand What is Expected Opportunity To Participate Chance To Be Creative Kept Informed Satisfied WithWorkload Given Tools To Do The Job Chance To Move Up Chance For Education & Training Recognized For MyService Get The Training I Need Happy With My Work Hours Paid Based On Responsibility Comfortable With Levelof Job Security Retirement Package Is Adequate Satisfied With benefits Chance To Help Make Decisions Boss TreatsMe Fairly Satisfied With My Job

Overall 64.8% 87.1% 86.9% 57.3% 58.3% 64.6% 55.9% 61.2% 39.7% 55.8% 47.0% 67.2% 79.0% 27.9% 56.0%

43.3% 61.8% 49.7% 80.9% 65.7% 10,740

20 Years 71.8% 89.8% 87.5% 61.0% 65.1% 67.4% 60.2% 63.4% 39.0% 57.8% 51.9% 70.1% 80.9% 34.2% 62.8%49.2% 66.2% 56.7% 81.8% 72.0% 1,608




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Survey Results by PositionThe survey form provided employees with eight categories to choose from in identifying their positions. Somecategories did not produce enough responses to be significant and were combined with other categories as illustratedin the chart below. As a group, the Official/Administrator category was more satisfied than any of the other categories. Their percentage of satisfaction was higher on the roll-up statement (#20) than any of the other categories.

As a group, the Professional category demonstrated the lowest percentage relative to overall job satisfaction. For thestatement, am paid based on I my responsibility and performance, less than one in four of this category either agreed or strongly agreed. The following chart shows the percentage of satisfaction for each position category.

Survey Statements 1 through 20: Percent Satisfaction by PositionStatement 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. 16. 17. 18. 19. 20. Safe At Work We Work Well Together IUnderstand What is Expected Opportunity To Participate Chance To Be Creative Kept Informed Satisfied WithWorkload Given Tools To Do The Job Chance To Move Up Chance For Education & Training Recognized For MyService Get The Training I Need Happy With My Work Hours Paid Based On Responsibility Comfortable With Levelof Job Security Retirement Package Is Adequate Satisfied With benefits Chance To Help Make Decisions Boss TreatsMe Fairly Satisfied With My Job Official/ Admin. 85.8% 92.4% 88.4% 83.7% 83.1% 83.3% 71.0% 72.7% 54.8%72.3% 64.9% 73.2% 79.9% 50.0% 67.1% 61.7% 71.9% 78.9% 92.3% 86.4% 156 Prof. Tech/Sec /Para 60.7% 83.5%85.1% 53.4% 52.9% 64.1% 61.9% 60.6% 39.0% 53.1% 43.3% 70.1% 79.0% 28.7% 53.6% 42.9% 61.5% 45.2%

75.5% 66.3% 2,113 Office/ Clerical 63.4% 86.0% 89.4% 55.9% 62.2% 67.7% 69.2% 71.9% 43.0% 55.4% 53.8%69.6% 84.8% 32.4% 58.4% 47.3% 63.7% 53.3% 83.4% 71.6% 1,940 Skilled/ Service 72.5% 84.2% 86.8% 62.5%62.0% 66.3% 67.8% 68.2% 44.5% 48.8% 54.5% 65.8% 83.4% 42.6% 59.0% 46.4% 65.8% 54.7% 78.5% 71.2% 429

65.7% 88.5% 86.7% 57.9% 58.0% 63.1% 48.5% 57.2% 38.0% 56.7% 45.1% 65.2% 77.0% 24.7% 55.5% 41.6%60.8% 48.9% 81.8% 62.7% 6,033

Number of Responses



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Satisfaction Levels by Class of ServiceThe survey asked respondents to identify themselves as either Other Personal Services (OPS), Career Service or Selected Exempt/Senior Management Service (SES/SMS) employees. For every statement, SES/SMS employees weremore satisfied with their employment than Career Service employees. For 11 of the statements, the percentages of satisfaction for SES/SMS employees exceeded those of Career Service employees by more than 10%. The most

striking disparity between the two groups was on the statement relative to pay. The percentage of satisfied SES/SMSemployees on this issue was nearly double that of Career Service employees. OPS employees were least satisfied withthe benefits and retirement statements.

Survey Statements 1 through 20: Percent Satisfaction By Job ClassQuestions Overall Statewid e 64.8% 87.1% 86.9% 57.3% 58.3% 64.6% 55.9% 61.2% 39.7% 55.8% 47.0% 67.2%79.0% 27.9% 56.0% 43.3% 61.8% 49.7% 80.9% 65.7% 10,740 SES/SMS Career Service OPS

1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. 16. 17. 18. 19. 20.

Safe At Work We Work Well Together I Understand What is Expected Opportunity To Participate Chance To BeCreative Kept Informed Satisfied With Workload Given Tools To Do The Job Chance To Move Up Chance For Education & Training Recognized For My Service Get The Training I Need Happy With My Work Hours Paid Based

On Responsibility Comfortable With Level of Job Security Retirement Package Is Adequate Satisfied With benefitsChance To Help Make Decisions Boss Treats Me Fairly Satisfied With My Job

76.6% 90.9% 89.9% 75.4% 76.2% 76.9% 64.0% 64.1% 47.7% 70.2% 64.5% 73.5% 80.1% 50.6% 59.6% 61.2%78.8% 75.2% 89.3% 78.3% 197

64.0% 86.7% 86.7% 56.6% 57.3% 63.7% 55.0% 60.5% 39.1% 55.2% 45.9% 66.8% 78.6% 26.6% 56.0% 43.1%61.9% 48.5% 80.4% 65.0% 10,011

83.9% 92.1% 89.5% 63.9% 71.6% 78.1% 77.5% 81.2% 51.1% 64.7% 67.5% 73.6% 91.4% 53.5% 49.8% 36.4%33.1% 66.4% 89.9% 77.1% 342




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DISTRICT SURVEY RESULTSThe following charts reflect both differences and consistencies among the districts. The percentages of satisfactionrepresent those employees who selected either agree or strongly agree in responding to each statement.Employee satisfaction exceeded the 70% statewide target in all 15 districts on four statements: 2. 3. 13. 19. fellowworkers and I work well together. My understand what my immediate supervisor expects of me. I am happy

with my work hours. I boss treats me in a fair and professional manner. MyResponse rates were very good in Districts 1 and 3, each of which exceeded 70%. Response rates were good inDistricts 7, 8, 14 and 15 and at North Florida Treatment & Evaluation Center. Response rates were poor (below 50%)in Districts 4, 5, 6, 9, 10, 11, 12, Central Office and all other institutions.



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Employee Satisfaction By Statement District 1

District 1 did not reach the statewide target of 70% on any statement other 80% than the four noted above. The 70%70% district employees were least s 60% satisfied with pay, advancement 50% opportunities, the state retirement s40% package, employee recognition and 30% involvement in decision-making. 20% These statements fell below

50%. 10% The statement on advancement 0% opportunities received the lowest 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 1617 18 19 20 Statement percentage of satisfaction of any district. For each of these statements, less than half therespondents expressed a positive response (agree or strongly agree with the statement). The district was within five

percent of the statewide target on Statement 6, relating to communication. For Statement 20, overall job satisfaction,the district percentage of satisfied employees was 64.7%. District 1 had s 532 survey forms returned out of 720distributed, a return rate of 74%. This was the highest return rate of any district.90%

100%

n = 532


Employee Satisfaction By Statement District 2100% 90%

In addition to the four statements noted above, District 2 exceeded the 80% 70% statewide target on Statement 1 70%60% regarding safety. The district s 50% employees were least satisfied with 40% pay and advancementopportunities. 30% Both of these statements fell below 20% 50%. The district was within five 10% percent of thestatewide target on six 0% statements and scored the highest of 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 anydistrict on Statements 15 and 16 Statement regarding job security and the retirement package, respectively. For Statement 20, overall job satisfaction, the district percentage of satisfied employees was 67.9%. District 2 had 645survey s forms returned out of 930 distributed, a return rate of 69%.

n = 645




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In addition to the four statements noted above, District 3 exceeded 80% the statewide target on Statement 6, 70% 70%related to communication. The 60% district employees were least s 50% satisfied with pay, advancement 40%opportunities and the state s 30% retirement package. These 20% statements fell below 50%. The 10% district was

within five percent of the 0% 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 statewide target on five statementsStatement and, for Statement 20, overall job satisfaction, the district s percentage of satisfied employees was 69.6%.District 3 had 483 survey forms returned out of 670 distributed, a return rate of 72%.100%

n = 483


90%


In addition to the four statements noted above, District 4 exceeded 80% 70% 70% the statewide target on Statements60% 6 and 12, relating to communication 50% and training. The district s 40% employees were least satisfied with30% pay, the state retirement package, s 20% advancement opportunities, 10% involvement in decision-making and0% employee recognition. These 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 statements fell below 50%. TheStatement district was within five percent of the statewide target on three statements and scored the highest of anydistrict on Statements 3 and 6 related to knowledge of expectations and communication respectively. District 4registered the lowest percentage of satisfaction with the state s retirement package of any district. District 4 had 465survey forms returned out of 1,117 distributed, a return rate of 42%.

n = 465




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In addition to the four statements noted above, District 5 exceeded 80% the statewide target on Statement 70% 70%12 relating to training. The district s 60% employees were least satisfied with 50% pay, advancement opportunities,40% recognition, job security, the state s 30% retirement package and involvement 20% in decision-making. These

10% statements fell below 50%. The 0% 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 district was within five percent of the Statement statewide target on four statements and scored the highest of any district on Statement 10regarding the opportunity to receive training useful for professional development. For Statement 20, overall jobsatisfaction, the district s percentage of satisfied employees was 63.7%. District 5 had 495 survey forms returned outof 1,037 distributed, a return rate of 48%.100%

n = 495


90%


District 6 did not reach the statewide target of 70% on any statement other 80% than the four noted above. The 70%70% district was within five percent of the 60% statewide target on three statements 50% which included Statements6, 12 and 40% 20, involving communication, training 30% and overall job satisfaction. The 20% district employeeswere least s 10% satisfied with pay, advancement 0% 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20opportunities, recognition and the Statement state retirement package. These s statements fell below 50%. For Statement 20, overall job satisfaction, the district s percentage of satisfied employees was 65.3%. District 6 had 536survey forms returned out of 1,316 distributed, a return rate of 41%.90%

100%

n = 536




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District 7 did not reach the statewide target of 70% on any statement other 80% than the four noted above. The 70%70% district employees were least s 60% satisfied with pay, advancement 50% opportunities, workload, recognition,40% the opportunity to participate in 30% decision-making and the state s 20% retirement package. These 10%

statements fell below 50%. For 0% 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 Statement 20, overall jobsatisfaction, Statement the district percentage of satisfied s employees was 59.0%. District 7 had 1,055 survey formsreturned out of 1,552 distributed, a return rate of 68%.100%

n = 1,055


90%

In addition to the four statements noted above, District 8 exceeded the 90% statewide target on Statements 6, 8, 80%70% 70% 12 and 20, relating to 60% communication, adequate tools and 50% supplies, training and overall job 40%

satisfaction. The district employees s 30% were least satisfied with pay, 20% advancement opportunities and the 10%state retirement package. These s 0% statements fell below 50%, but the 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 1819 20 45.2% satisfaction result on Statement advancement opportunities was the highest of any district. The districtwas within five percent of the statewide target on the three statements covering safety, team goal setting opportunitiesand the chance to be creative and innovative. The district posted the highest percentage of any district on Statements2, 4, 5, 6, 8, 9, 11, 13, 18, 19 and 20. For Statement 20, overall job satisfaction, the district percentage of satisfiedemployees was 74.5%. District 8 had s 568 survey forms returned out of 877 distributed, a return rate of 65%.100%


n = 568




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District 9 did not reach the statewide target on any statement 80% other than the four noted above. 70% 70% Thedistrict employees were least s 60% satisfied with pay, advancement 50% opportunities, recognition, job 40%security, the state retirement s 30% package and the opportunity to be 20% involved in decision-making. Each 10%

of these statements fell below 50%. 0% 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 The district experiencedthe lowest Statement satisfaction percentage of any district on the safety and communication statements. The districtwas within five percent of the statewide target on Statements 12 and 17 regarding training and benefits, respectively.For Statement 20, overall job satisfaction, the district percentage of satisfied employees was 58.2%. s District 9 had294 survey forms returned out of 725 distributed, a return rate of 41%.100%

n = 294


90%

District 10 did not reach the statewide target on any statement 90% other than the four noted above. 80% 70% Thedistrict employees were least s 70% 60% satisfied with pay, advancement 50% opportunities, team goal setting 40%opportunities, the opportunity to be 30% creative and innovative, workload, 20% being furnished with necessary 10%tools and supplies, recognition, job 0% security, the state retirement s 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 1920 package and decision-making Statement opportunities. Each of these statements fell below 50%. The district hadthe lowest percentage of satisfied employees of any district on Statements 4, 5, 7, 13, 14, 15 and 18. For Statement 20,overall job satisfaction, the district percentage of satisfied employees was 55.8%. s District 10 had 353 survey formsreturned out of 1,021 distributed, a return rate of 35%.100%


n = 353




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District 11 did not reach the statewide target on any statement 80% other than the four noted above. 70% 70% Thedistrict employees were least s 60% satisfied with pay, advancement 50% opportunities, recognition, the 40% stateretirement package and s 30% decision-making opportunities. 20% Each of these statements fell below 10% 50%. The

district experienced the 0% 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 lowest percentage of employeeStatement satisfaction of any district regarding benefits and fair treatment. For Statement 20, overall job satisfaction,the district percentage of satisfied employees s was 58.6%. District 11 had 592 survey forms returned out of 2,812distributed, a return rate of 21%.100% 90%

n = 592



District 12 did not reach the statewide target on any statement 80% 70% 70% other than the four noted above. 60%The district employees were least s 50% satisfied with pay, advancement 40% opportunities, workload, 30%

professional development 20% opportunities, recognition, the 10% state retirement package and s 0% decision-making opportunities. 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 Each of these statements fell belowStatement 50%. The district attained the lowest satisfaction percentages of any district on Statements 2, 10, 11, and12. For Statement 20, overall job satisfaction, the district percentage of satisfied employees s was 58.1%. District 12had 212 survey forms returned out of 486 distributed, a return rate of 44%.

n = 212




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District 13 did not reach the statewide target on any statement 80% other than the four noted above. 70% 70% Thedistrict employees were least s 60% satisfied with pay, advancement 50% opportunities, workload, 40% opportunitiesfor professional 30% development, the state retirement s 20% 10% package and decision-making 0% opportunities.

Each of these 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 statements fell below 50%. The Statement districtwas within five percent of the statewide target on the overall job satisfaction statement. For that statement , thedistrict percentage of satisfied s employees was 66.6%. District 13 had 309 survey forms returned out of 621distributed, a return rate of 50%.n = 30990%

100%


Employee Satisfaction By Statement District 14100%

District 14 did not reach the 80% statewide target on any statement 70% 70% other than the four noted above. 60%The district employees were least s 50% satisfied with pay, advancement 40% opportunities, workload, being 30%furnished with necessary tools and 20% supplies, recognition, job security, 10% the state retirement package and s0% 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 decision-making opportunities. Statement Each of thesestatements fell below 50%. The district attained the lowest percentage of satisfied employees of any district regardingthe availability of necessary tools and supplies. For Statement 20, overall job satisfaction, the district s percentage of satisfied employees was 58.3%. District 14 had 430 survey forms returned out of 687 distributed, a return rate of 63%.90%

n = 430




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In addition to the four statements noted above, District 15 exceeded 90% the statewide target on Statements 80% 70%1 and 12 regarding safety and 70% 60% satisfaction with training 50% respectively. The district s 40% employeeswere least satisfied with 30% pay, advancement opportunities, 20% recognition and the state s 10% retirement

package. Each of these 0% statements fell below 50%. The 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 districtwas within five percent of Statement the statewide target on two statements and scored the highest of any district on

Statements 7 and 12 regarding workload and training, respectively. For Statement 20, overall job satisfaction, thedistrict percentage of satisfied employees was 67.2%. District 15 had 250 survey s forms returned out of 406distributed, a return rate of 62%.100%


n=250


In addition to the four statements noted above, Central Office 90% exceeded the statewide target on 80% 70%Statement 1 regarding safety. 70% Central Office employees were least 60% 50% satisfied with pay, recognition, 40%

advancement opportunities and the 30% state retirement package. Each of s 20% these statements fell below 50%.10% Central Office was within five 0% percent of the statewide target on 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 1819 20 two statements and scored higher Statement than all districts on Statements 1, 14 and 17, regarding safety, payand benefits, respectively. Central Office scored a lower percentage than any district on Statement 19 regarding fair and professional treatment. For Statement 20, overall job satisfaction, the percentage of satisfied employees at CentralOffice was 64.3%. Central Office had 431 survey forms returned out of 1,238 distributed, a return rate of 35%.100%

Employee Satisfaction By Statement Central Office

n = 431




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INSTITUTION SURVEY RESULTSThe department institutions generally scored higher percentages of overall s satisfaction than the districts. As a group,however, the institutions had lower response rates with only North Florida Evaluation and Treatment Center and G.Pierce Wood Memorial Hospital exceeding 30%. Therefore, results from the institutions should be viewed withcaution. Most of the institutions exceeded the 70% statewide target on the same four statements as the districts

(Statements 2, 3, 13 and 19).In addition to the four statements noted above, Florida State Hospital 90% exceeded the statewide target on 80% 70%Statement 12 regarding training. 70% The hospital employees were s 60% least satisfied with pay, 50% advancementopportunities, 40% recognition, the state retirement s 30% package and decision-making 20% 10% opportunities.Each of these 0% statements fell below 50%. For 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 Statement 20,overall job Statement satisfaction, the hospital s percentage of satisfied employees was 68.3%. Florida State Hospitalhad 577 survey forms returned out of 2,575 distributed, a return rate of 22%.100%

Employee Satisfaction By Statement Florida State Hospital

n = 577


Except for the four statements noted above, G. Pierce Wood Memorial Statewide Target = 70% n = 541 90% Hospitaldid not exceed the 80% statewide target on any statement. 70% 70% The hospital employees were least s 60%satisfied with pay, advancement 50% opportunities, recognition, job 40% security and the state retirement s 30%

package. Each of these statements 20% fell below 50%. The hospital was 10% within five percent of the statewide 0%1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 target on two statements, but scored Statement the lowest of anyinstitution on Statement 1 regarding safety. For Statement 20, overall job satisfaction, the hospital percentage of satisfied employees s was 68.2%. G. Pierce Wood had 541 survey forms returned out of 1,223 distributed, a returnrate of 44%. Page 26100%

Employee Satisfaction By Statement G. Pierce Wood Memorial Hospital

1998 Report of Employee Satisfaction Survey


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In addition to the four statements noted above, Northeast Florida 90% State Hospital exceeded the 80% 70% statewidetarget on Statements 1, 6, 70% 8, 12 and 20, regarding safety, 60% communication, availability of tools 50% 40% andsupplies, training and overall 30% job satisfaction respectively. The 20% hospital employees were least s 10%satisfied with pay and advancement 0% opportunities. Both of these 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 1920 statements fell below 50%. The Statement hospital was within five percent of the statewide target on two

statements and scored the highest of any institution on Statements 2, 4, 6, 8, 12 and 16 regarding working well withco-workers, participation in team goal setting, communication, availability of tools and supplies, training andsatisfaction with the state retirement package respectively. For Statement 20, overall s job satisfaction, the hospital

percentage of satisfied employees was 73.4%. s Northeast Florida State Hospital had 369 survey forms returned out of 1,642 distributed, a return rate of 22%.100%

Employee Satisfaction By Statement Northeast Florida State Hospital

n = 369


Except for the four statements noted above, South Florida State Hospital Statewide Target = 70% n = 179 90% did notexceed the statewide target 80% on any statement. The hospital s 70% 70% employees were least satisfied with 60%

pay, advancement opportunities, 50% recognition, job security, the state s 40% retirement package and decision30%making opportunities. Each of 20% these statements fell below 50%. 10% The hospital scored the highest of 0% 1 2 34 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 any institution on Statement 13 Statement regarding satisfaction withwork hours, but scored the lowest of any institution on Statements 7, 14 and 15 regarding workload, pay and jobsecurity respectively. For Statement 20, overall job satisfaction, the hospital percentage of s satisfied employees was64.3%. South Florida State Hospital had 179 survey forms returned out of 907 distributed, a return rate of 20%.100%

Employee Satisfaction By Statement South Florida State Hospital



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In addition to the four statements noted above, North Florida Statewide Target = 70% n = 292 90% Evaluation &Treatment Center 80% exceeded the statewide target on 70% 70% Statements 1, 6, 7, 8, 15, 17 and 60% 20, regardingsafety, 50% communication, workload, 40% availability of tools and supplies, job 30% security, benefits and overall

job 20% satisfaction respectively. The 10% center employees were least s 0% 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 1617 18 19 20 satisfied with pay, advancement Statement opportunities and the state s retirement package. Each of

these statements fell below 50%. The center was within five percent of the statewide target on three statements, andscored the highest of any institution on Statements 7, 13, 17 and 18 regarding workload, work hours, benefits anddecision-making opportunities respectively. For Statement 20, overall job satisfaction, the center percentage of ssatisfied employees was 73.3%. North Florida Evaluation & Treatment Center had 292 survey forms returned out of 487 distributed, a return rate of 60%. This was the best return rate of any institution.100%

Employee Satisfaction By Statement North Florida Evaluation & Treatment Center

Except for the four statements noted above, South Florida Evaluation & 90% Treatment Center did not exceed 80%70% 70% the statewide target on any 60% statement. The center employees s 50% were least satisfied with pay, 40%advancement opportunities, 30% availability of tools and supplies, 20% professional development 10% opportunities,recognition, job 0% security, the state retirement s 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 Statement

package and decision-making opportunities. Each of these statements fell below 50%. The center was within five percent of the statewide target on two statements, but scored the lowest of any institution on Statements 5, 8, 9, 11 and18 regarding the opportunity to be creative and innovative, availability of tools and supplies, advancementopportunities, recognition and decision-making opportunities respectively. For Statement 20, overall job satisfaction,the center percentage of s satisfied employees was 61.7%. South Florida Evaluation & Treatment Center had 81survey forms returned out of 414 distributed, a return rate of 20%.100%

Employee Satisfaction By Statement South Florida Evaluation & Treatment Center Statewide Target = 70%

n = 81



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In addition to the four statements noted above, Tacachale exceeded 100% Statewide Target = 70% n = 512 thestatewide target on Statements 90% 1, 7, 12, and 20, regarding safety, 80% 70% workload, training and overall job70% satisfaction respectively. 60% 50% Tacachale employees were least s 40% satisfied with pay, advancement 30%opportunities and the state s 20% retirement package. Each of these 10% statements fell below 50%. 0% Tacachalewas within five percent of 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 the statewide target on four Statement

statements, and scored the highest of any institution on Statements 3, 9, 11, 14, 19 and 20 regarding communicationwith immediate supervisor, advancement opportunities, recognition, pay, fair and professional treatment and overall job satisfaction respectively. For Statement 20, overall job satisfaction, Tacachale percentage of satisfied employeeswas 78.3%. s Tacachale had 512 survey forms returned out of 1,761 distributed, a return rate of 29%.

Employee Satisfaction By Statement Tacachale

Gulf Coast Center exceeded the statewide target on Statements 1, 2, 100% Statewide Target = 70% n = 208 3 and 13regarding safety, working 90% well with co-workers, communi80% 70% cation with immediate supervisor 70% 60%and work hours respectively. The 50% center employees were least s 40% satisfied with pay, advancement 30%opportunities, professional 20% development opportunities, 10% recognition, the state retirement s 0% package and

benefits. Each of 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 these statements fell below 50%. Statement Thecenter was within five percent of the statewide target on one statement, but scored the lowest of any institution on

Statements 2, 3, 4, 6, 10, 12, 13, 16, 17, 19 and 20 regarding working well with coworkers, communication withimmediate supervisor, the opportunity to participate in team goal setting, communication, opportunities for

professional development, training, work hours, the state retirement package, benefits, fair and professional treatments and overall job satisfaction respectively. For Statement 20, overall job satisfaction, the center percentage of satisfied employees was 61.5%. Gulf Coast Center had 208 s survey forms returned out of 965 distributed, a returnrate of 22%.Page 7 1998 Report of Employee Satisfaction Survey

Employee Satisfaction By Statement Gulf Coast Center


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In addition to the four statements noted above, Sunland - Marianna 100% exceeded the statewide target on StatewideTarget = 70% n = 174 90% Statements 1, 6, 15 and 20, 80% regarding safety, communication, 70% 70% job securityand overall job 60% satisfaction respectively. Sunland s 50% employees were least satisfied with 40% pay andadvancement opportunities. 30% Both of these statements fell below 20% 50%. Sunland was within five 10% percentof the statewide target on 0% 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 three statements, and scored the

Statement highest of any institution on Statements 1, 5, and 15 regarding safety, the opportunity to be creative andinnovative, and job security respectively. For Statement 20, overall job satisfaction, Sunland percentage of satisfiedemployees s was 77.0%. Sunland - Marianna had 174 survey forms returned out of 1,013 distributed, a return rate of 17%. This was the lowest return rate of any district or institution.Employee Satisfaction by Statement Sunland-Marianna

In addition to the four statements noted above, Landmark Learning 90% Center reached the statewide target 80% 70%on Statement 10 regarding the 70% 60% opportunity for professional 50% development. The center s 40%employees were least satisfied with 30% pay, advancement opportunities, 20% recognition, job security and the 10%state retirement package. Each of s 0% these statements fell below 50%. 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 1819 20 The center was within five percent Statement of the statewide target on four statements, and scored the highestof any institution on Statement 10 regarding opportunities for professional development. For Statement 20, overall jobsatisfaction, the center percentage of satisfied employees was 66.3%. Landmark Learning Center s had 157 survey

forms returned out of 752 distributed, a return rate of 21%.100%

Employee Satisfaction By Statement Landmark Learning Center

n = 157




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IMPROVEMENT STRATEGIESEmployee satisfaction is a key element in determining whether or not an organization is able to fulfill its mission,realize its vision and move its values from theory to reality. Surveys such as this are valuable tools to help managersdetermine areas on which to focus improvement activities. The current survey was intended to establish baseline datafrom which districts and institutions could develop improvement strategies and action plans. The data should provide

an aid in identifying real improvement opportunities. Statewide, only four items on the survey exceeded the target70% satisfaction level. These items indicate that, generally speaking, employees feel they work well with their co-workers, understand what is expected of them, are satisfied with their work hours and feel fairly treated by their immediate supervisors. By contrast, employee satisfaction fell below the 70% threshold on 15 items, as well as thefinal, overall satisfaction item. This information identifies numerous opportunities for districts and institutions todevelop action plans focused on specific targets. Among the items showing the lowest degree of employee satisfactionwere: pay; opportunities for advancement; and, the retirement package. The information presented in this survey

provides an opportunity for districts and institutions to identify possible future strategic objectives based on data. Inaddition to pointing out areas where improvement opportunities are indicated, the survey also establishes baseline datafor those areas.



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APPENDICESAppendix A: Satisfaction Survey Appendix B: Methodology Appendix C: Workgroup Member List



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APPENDIX A: SURVEY FORM



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APPENDIX B: METHODOLOGYSurvey Development Team The survey was developed by a department team comprised of representatives fromseveral districts, institutions, and the Central Office. The Office of Standards and Evaluations provided technicalassistance, and the team reviewed numerous employee satisfaction surveys. Following extensive discussion, the teamdetermined the basic structure, format, questions, and methodology for administering the survey. In October 1997, the

workgroup members participated in the pilot testing of the survey instrument by administering the instrument to fiveor more employees. Each workgroup member was asked to include participants from management, paraprofessionals, professionals, and support staff. The purpose of the pilot test was to determine the following: a. Determine if the itemswere clear and understandable to the respondents. b. Determine if the employee feels that the items are important to

job satisfaction. c. To solicit suggestions for improvement of the instrument. d. To solicit information on employeeswillingness to participate in such a survey. e. To solicit information on ways to encourage employee participation. Thesurvey results were used to revise items, improve the instructions, and improve the instrument. The workgroupreviewed the results of the pilot test and approved of revisions. Description of The Survey The survey was designedfor all classes of department employees. These are Career Service, Other Personal Services (OPS), Selected Exempt,and Senior Management Services. The criteria used in designing the survey form included: that it be easy to read andunderstand that it be concise and easy to complete that it measure specifics of the employee work environment sThe survey form includes 20 statements, in the affirmative, with which respondents express their level of agreement.For each statement, there were six response options (Strongly Agree, Agree, Neutral, Disagree, Strongly Disagree,

Not Applicable) and a comments section. A twenty-first item solicited suggestions for improving employee



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satisfaction. The survey form was designed to be read by an optical scanner. Employees were asked to complete theform and indicate their gender, length of service, career class, district/institution, county, and job title. SurveyAdministration The survey was administered in all of the districts and institutions of the department beginning March27, 1998. Surveys were delivered to employees with their paychecks, accompanied with instructions to return thecompleted forms to their personnel office. The completed forms were forwarded to Tallahassee, sorted and reviewed

for obvious errors by Central Human Resources staff, and entered into an Excel spread sheet by Central SupportServices staff. The data were then forwarded to the Office of Standards and Evaluation for final quality control checksand statistical analyses using the Statistical Package for Social Science (SPSS). A total of 10,747 survey forms wereanalyzed in this report. ( Another 123 forms did not have a district/institution code, and these were not used.) In thedata presented here, results for each item are based upon the number of records which have valid data for that item.For example, because only 10,671 respondents answered the question of Job Title results which include , JobTitle will be based upon 10,671, not 10,747. Survey Instrument Reliability A reliability coefficient, Cronbach alpha,was used to determine how well the survey s questions formed a coherent scale. Cronbach alpha was found to be .9072, s indicating good reliability. All items contributed positively to the reliability of the scale. Item correlations withthe summary statement (item 20) are provided in the table below. While each item is positively correlated with thesummary statement, the size of the correlations are not as strong as would be expected in a scale measuring aunidimensional construct. There may be several factors involved that could be more accurately measured with arevised scale. The workgroup will discuss further analysis needed.



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Item # 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20

Item Correlation with Overall Satisfaction - Item 20 N=9,370 Item Correlation with Overall Satisfaction Safe AtWork .35 We Work Well Together .32 I Understand What is Expected .30 Opportunity To Participate .41 Chance ToBe Creative .44 Kept Informed .43 Satisfied With Workload .54 Given Tools To Do The Job .41 Chance To Move Up

.43 Chance For Education & Training .38 Recognized For My Service .47 Get The Training I Need .41 Happy WithMy Work Hours .34 Paid Based On Responsibility .38 Comfortable With Level of Job .39 Security RetirementPackage Is Adequate .26 Satisfied With benefits .29 Chance To Help Make Decisions .51 Boss Treats Me Fairly .43Satisfied With My Job 1.00



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APPENDIX C: WORKGROUP MEMBER LIST

Janet Baggett Earl Barrett Sheila Collins Sandy Erickson Paul Field Ella Hall Dwight Hood Barbara McCulloughSusan McPhee Sallie O Hara Gloria Sanzo Carl Steinberg Diane Spencer Sarah Runkle

Central Office - Performance Development and Training District 1 Central Office - Adult Mental Health CentralOffice - Family Safety and Preservation Central Office - Human Resources; Employee Relations Central Office -Standards and Evaluation District 2 District 2 District 5 District 4 District 11 District 8 Central Office - Economic Self Sufficiency District 2

Additional Recognition Bill DeGrove Monica O Neal John Porter Brian Watts Rita Cook Central Office - Standardsand Evaluation Central Office - Central Support Services Central Office - Standards and Evaluation Central Office -Standards and Evaluation Central Office - Standards and Evaluation



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Documents

21101566 Employee Satisfaction Survey