Charles Sturt University Climate Survey 2010: Building High

Performance Cultures

Briefing Session

WHAT• Voice Climate Survey is an employee opinion survey that has been developed to

measure work practices.HOW• It correlates employee opinions with a set of items to predict which work practices will

have the greatest impact on employee satisfaction, performance and organisational outcomes.

WHY• It provides data for organisations to act to improve work practices that will engage

employees and improve performance and sustainability.

What is the Climate Survey?

What does it Measure?

Organisational Culture = Values + Climate

Climate = tangible, observable practices, systems and outcomes.

Values = ways of understanding and evaluating the world (often unconscious)

What does it measure?

The Climate Survey is a measurement of both:

Describe: What I see and happens to me

Evaluate: How it affects me

The data is correlated to:

Analyse and Predict how this affects CSU at:

•individual level (such as work/life balance, job satisfaction and organisational commitment)

•workplace level (such as equal opportunity, safety and resources) and

•organisational level (such as strategic direction and cross-sectional communication and cooperation)

The 7 P’s Model Measurements

The model underpinning the Voice Project Climate Survey

Key Dates

10-21 May Survey Open

18 June Consultants forward high level reports

25 June High Level Results distributed to Senior Managers [Deans, EDs, Heads of Centres] and SEC members to work with their direct reports to discuss a response strategy

Preliminary communication from the VC to staff outlining initial Uni level trends and planned response strategy

July – August Presentations of Detailed Results and responses at level of Division/Faculty & Schools/Sections

July VC reports to Council

Sept – Nov Develop local response strategies and build into Faculty Divisional Operational Planning

September Discussion of University results at VCF

Ensuring success

Maximise employee participation:

Raise awareness of the reason for and benefits of the survey

Allow staff to complete the survey in work time [takes 20-30 mins]

Reassure that survey will maintain confidentiality and anonymity.

Report back to staff after the survey has been administered so they receive a return on their investment (i.e. the time and effort taken to complete the survey). And

Facilitate the discussion of strategies to address results

Key MessagesThat we value employee input on important human resource and work environment issues.

The survey is only the first step in the process.

There will be follow-up to ensure the results are best used to help address local [and organisational] issues.