Employee Engagement Survey - BoardDocs, a Diligent Brand · 2019-11-28 · Project Overview. Engagement is the ... The Employee Engagement Survey consists of three parts: Overall

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Results and Analysis

Employee Engagement Survey

Rockford Public Schools 205

School Year: 2019-2020

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Project Overview

Engagement is the connection that individuals have with their professions in general and their current jobs in particular. Several factors can affect an employee’s engagement, including relationships with supervisors and administrators, colleagues, students, and parents; the physical work environment; personal safety; policy considerations and implementation; support for professional development and growth; preparation; perceptions of personal relevance; and general satisfaction.

The Rockford Public Schools 205 Employee Engagement Survey was open Oct. 16-30.

The survey’s goals were to:

• Measure the level of engagement of Rockford Public Schools 205 employees• Classify employees as highly engaged, engaged, or less engaged• Identify areas where employee engagement can be improved

Email invitations with unique survey links were sent to employees. Reminders were sent Oct. 21, 24, 28, 29, and 30.

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Understanding the Results

This report summarizes survey results and breaks them down by years of service and role. Results are compared with those from 2018-2019 and 2017-2018.

Responses to the first nine items were averaged to find an engagement score for each respondent. The five response options were: Strongly Disagree, Disagree, Neither Disagree nor Agree, Agree, and Strongly Agree. To calculate the engagement score, each response option was given a weight, ranging from 1 (Strongly Disagree) to 5 (Strongly Agree).

Results do not reflect random sampling; therefore, they should not be generalized to all Rockford Public Schools 205 employees. Rather, results reflect only the perceptions and opinions of survey participants.

Findings for each item in the report exclude participants who did not answer. Data labels less than 5 percent are not shown in charts and graphs. Percentages may not total 100 due to rounding.

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Study Design

The Employee Engagement Survey consists of three parts:

Overall Engagement is composed of nine items that are designed to measure each employee’s level of engagement. Based on the average of the responses to these items, an engagement score is calculated for each survey participant. Engagement scores are classified as less engaged (<3.5), engaged (3.5 to 4.5), or highly engaged (>4.5).

Engagement Drivers are items about different aspects of the work environment that may affect engagement. Participants answered each item using the 5-point Likert scale. Engagement drivers are organized into six dimensions:

• Shared values• Leadership• Communication• Feedback and recognition• Work environment• Career growth and training opportunities

Demographic Questions provide information about participants, such as years of service and job classification.

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Participation

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ParticipationSchool Year Number of Invitations

Delivered (NMax)Number of Responses

(N) Response Rate (%) Total Responses

2019-2020 3,477 2,151 62% 2,151

2018-2019 3,997 2,333 58% 2,333

2017-2018 3,959 2,260 57% 2,260

6

19%

92%

67%

85%

29%

37%

82%

13%

82%

60%

88%

32%

40%

87%

17%

82%

57%

84%

36%

73%

77%

0% 20% 40% 60% 80% 100%

Bus Driver, Building and Maintenance, Transportation

Central Office Administrator

Central Office Staff

Building Administrator

Paraprofessional, Building Clerical, Tutor, Nutrition Services, Translator,Coach

Certified Staff*

Classroom Teacher

Response Rate by Role

2019-2020 (N=2,151) 2018-2019 (N=2,333) 2017-2018 (N=2,260)* Certified staff includes psychologist, social worker, speech and language pathologist, nurse, OT, PT, sign language interpreter, coach, and specialist positions.

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Overall Engagement

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Engagement Items

The nine engagement items were rated on a 5-point scale, from Strongly Disagree (1) to Strongly Agree (5). Average scores are displayed. 4.46

4.41

4.17

4.16

3.86

3.79

3.59

3.69

3.52

4.50

4.42

4.24

4.06

3.84

3.74

3.58

3.57

3.48

4.49

4.43

4.20

4.09

3.84

3.79

3.55

3.62

3.49

1 2 3 4 5

I am engaged in my work.

My work is interesting.

I am motivated to contribute more than what is expected of me.

I enjoy working with my principal or direct supervisor.

I am proud to work for Rockford Public Schools 205.

Employment with Rockford Public Schools 205 gives me a feeling ofaccomplishment.

I am optimistic about the future of Rockford Public Schools 205.

I see professional growth and long-term career opportunities withRockford Public Schools 205.

I would feel comfortable referring a good friend to work for RockfordPublic Schools 205.

2019-2020 (N=2,151) 2018-2019 (N=2,333) 2017-2018 (N=2,260)8

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Overall Engagement: Comparison Over TimeHow strongly do you disagree or agree with the following statements?

9

73%

71%

95%

93%

82%

65%

59%

81%

60%

73%

72%

96%

93%

83%

62%

57%

78%

59%

73%

69%

96%

93%

85%

59%

57%

78%

59%

0% 20% 40% 60% 80% 100%

I am proud to work for Rockford Public Schools 205.

Employment with Rockford Public Schools 205 gives me a feeling ofaccomplishment.

I am engaged in my work.

My work is interesting.

I am motivated to contribute more than what is expected of me.

I see professional growth and long-term career opportunities withRockford Public Schools 205.

I would feel comfortable referring a good friend to work for RockfordPublic Schools 205.

I enjoy working with my principal or direct supervisor.

I am optimistic about the future of Rockford Public Schools 205.

Percentage Strongly Agree or Agree

2019-2020 (N=2,151) 2018-2019 (N=2,334) 2017-2018 (N=2,260)Answer options: Strongly Disagree, Disagree, Neither Disagree nor Agree, Agree, Strongly Agree

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Calculating and Classifying Engagement Scores

Each participant’s engagement score is the average of her or his responses to nine engagement questions (EQ). Those average scores are then classified on a scale of highly engaged (>4.5), engaged (3.5 to 4.5), and less engaged (<3.5).

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Overall Engagement

Responses to the nine engagement items were averaged to calculate an engagement score for each participant. To calculate the engagement score, each response option was assigned a numerical value:• Strongly Disagree = 1• Disagree = 2• Neither Disagree nor Agree = 3• Agree = 4• Strongly Agree = 5

Average scores were classified into three levels: Less Engaged (<3.5), Engaged (3.5 to 4.5), and Highly Engaged (>4.5).

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22%

22%

25%

55%

55%

53%

23%

23%

22%

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Engagement Drivers

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Shared Values: Comparison Over TimeHow strongly do you disagree or agree with the following statements?

13

88%

81%

57%

77%

71%

81%

89%

80%

57%

73%

68%

81%

88%

79%

56%

73%

0% 20% 40% 60% 80% 100%

I am familiar with the mission and vision of Rockford PublicSchools 205.

I know how I can support Rockford Public Schools 205’s mission and vision.

District leaders encourage employees to share ideas to improveperformance.

I feel comfortable sharing ideas and opinions with my principalor direct supervisor.

I know how I can fulfill Rockford Public Schools 205’s mission and vision.

I support the district’s mission and vision.


2019-2020 (N=2,145) 2018-2019 (N=2,305) 2017-2018 (N=2,257)

Answer options: Strongly Disagree, Disagree, Neither Disagree nor Agree, Agree, Strongly Agree

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Shared Values: Comparison Over Time (Continued)How strongly do you disagree or agree with the following statements?

14

76%

55%

48%

54%

30%

78%

75%

56%

49%

53%

27%

75%

0% 20% 40% 60% 80% 100%

The district’s mission and vision is clearly defined.

The district is moving in a direction that reflects our mission andvision.

I can provide input on how the district accomplishes its mission.

I can help shape the district’s mission and vision.

Everyone in Rockford Public Schools 205 is doing what they can to fulfill the district’s mission.

My school or department has clear goals.


2019-2020 (N=2,145) 2018-2019 (N=2,305) 2017-2018 (N=2,257)


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Leadership: Comparison Over TimeHow strongly do you disagree or agree with the following statements?

15

40%

34%

78%

77%

78%

40%

33%

74%

73%

73%

37%

32%

72%

72%

72%

0% 20% 40% 60% 80% 100%

District leaders’ actions are consistent with their words.

District leaders understand my professional needs.

My principal or direct supervisor is an effective leader.

The actions of my principal or direct supervisor are consistentwith his or her words.

I can count on the support of my principal or direct supervisorwhen addressing problems or issues.


2019-2020 (N=2,146) 2018-2019 (N=2,328) 2017-2018 (N=2,251)


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Leadership: Comparison Over Time (Continued)How strongly do you disagree or agree with the following statements?

16

79%

84%

34%

68%

74%

81%

31%

62%

73%

82%

0% 20% 40% 60% 80% 100%

I trust my principal or direct supervisor to make good decisions.

My principal or direct supervisor trusts me to make gooddecisions.

District leaders ensure staff morale is high.

My principal or direct supervisor ensures staff morale is high inmy school or department.


2019-2020 (N=2,146) 2018-2019 (N=2,328) 2017-2018 (N=2,251)


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Communication: Comparison Over TimeHow strongly do you disagree or agree with the following statements?

17

35%

80%

75%

81%

68%

33%

77%

72%

77%

63%

34%

77%

71%

77%

64%

0% 20% 40% 60% 80% 100%

District leaders clearly explain the reasons behind decisions onkey issues.

My principal or direct supervisor clearly communicates his orher expectations of my job performance.

My principal or direct supervisor effectively communicatesabout important issues that affect me.

My principal or direct supervisor is willing to listen to new ideas.

I can influence decisions in my school or department.


2019-2020 (N=2,148) 2018-2019 (N=2,309) 2017-2018 (N=2,255)


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Feedback and Recognition: Comparison Over TimeHow strongly do you disagree or agree with the following statements?

18

36%

64%

65%

54%

62%

32%

61%

59%

49%

58%

31%

58%

57%

47%

54%

0% 20% 40% 60% 80% 100%

Rockford Public Schools 205 recognizes employees for theirhigh-quality work and accomplishments.

My principal or direct supervisor regularly gives me constructivefeedback to improve my performance.

Staff members are recognized for good performance at my worksite.

I receive recognition for my accomplishments.

I feel appreciated for my work.


2019-2020 (N=2,148) 2018-2019 (N=2,330) 2017-2018 (N=2,255)


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Work Environment: Comparison Over TimeHow strongly do you disagree or agree with the following statements?

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88%

89%

83%

81%

54%

89%

55%

87%

86%

81%

81%

60%

88%

51%

87%

86%

0% 20% 40% 60% 80% 100%

I have sufficient independence in my work.

My principal or direct supervisor encourages collaborationwithin and across teams in my school or department.

My colleagues help create a positive work environment.

My colleagues are held to high professional standards.

I have the materials I need to do my job.

My colleagues support me.

My workload is reasonable.


2019-2020 (N=2,144) 2018-2019 (N=2,304) 2017-2018 (N=2,252)


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Work Environment: Comparison Over Time (Continued)How strongly do you disagree or agree with the following statements?

20

84%

66%

78%

77%

57%

25%

83%

60%

75%

76%

52%

22%

72%

72%

51%

21%

0% 20% 40% 60% 80% 100%

My colleagues are committed to their jobs.

My work environment is clean and well maintained.

My principal or direct supervisor implements policies fairly inmy school or department.

I work in an atmosphere where there is mutual respect amongstaff.

There is high staff morale in my school or department.

There is high staff morale in this district.


2019-2020 (N=2,144) 2018-2019 (N=2,304) 2017-2018 (N=2,252)


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Career Growth and Training Opportunities: Comparison Over Time

How strongly do you disagree or agree with the following statements?

21

68%

47%

55%

61%

66%

70%

45%

55%

58%

62%

66%

46%

54%

56%

62%

0% 20% 40% 60% 80% 100%

The district encourages continued education and professionalgrowth.

The district’s training helps me be effective in my job.

The district office provides professional development thatsupports district initiatives.

My principal or direct supervisor identifies opportunities for myprofessional growth and improvement.

There are leadership opportunities for me in my school ordepartment.


2019-2020 (N=2,145) 2018-2019 (N=2,328) 2017-2018 (N=2,250)


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Sharing of Results: Comparison Over TimeDid your principal or direct supervisor share the results of that survey?

22 Answer options: Yes, No, Don't Know

70%

61%

0% 20% 40% 60% 80% 100%

Yes

2019-2020 (N=2,147) 2018-2019 (N=2,309)

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Changes: Comparison Over TimeHas your principal or direct supervisor made changes to improve employee engagement since 2018?

23 Answer options: Yes, No, Don't Know

54%

44%

0% 20% 40% 60% 80% 100%

Yes

2019-2020 (N=2,146) 2018-2019 (N=2,307)

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Focus Areas

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Focus Areas to Increase Employee Engagement

Forty-nine items (drivers) were used to assess the school/workplace environment and identify opportunities to increase engagement. Each item was rated on a five-point scale, with higher values indicating stronger agreement.

The relationship between each employee’s responses (driver ratings) and his or her overall engagement score was also analyzed. To do this, the strength of the relationship (the correlation coefficient) between the engagement scores and each driver was calculated. Values can range from -1.0 to +1.0. The closer to +/-1.0, the stronger the relationship.

Driver ratings were classified as high or low based on the median. Correlations to engagement were classified as strong or weak based on the median.

The primary focus area (yellow) is for Items that rated low but have a strong correlation to engagement. The secondary focus area (green) is for items that received high ratings and have a strong correlation to engagement.

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Engagement Driver Dimension Calculations

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Increasing Employee Engagement

Improving scores for these items will likely increase employee engagement. The average scores for these statements are low (at or below 3.79), but the items have strong relationships to engagement.

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Dimension Survey Item DriverRating

Correlation to Engagement

Work Environment There is high staff morale in this district. 2.75 0.58

Leadership District leaders understand my professional needs. 2.87 0.60

Communication District leaders clearly explain the reasons behind decisions on key issues. 2.90 0.56

Leadership District leaders ensure staff morale is high. 2.91 0.61

Feedback and Recognition

Rockford Public Schools 205 recognizes employees for their high-quality work and accomplishments. 2.98 0.56

Leadership District leaders’ actions are consistent with their words. 3.05 0.62

Shared Values I can provide input on how the district accomplishes its mission. 3.37 0.54

Note: Items in bold appeared on this slide last school year.

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Increasing Employee Engagement (Continued)

Improving scores for these items will likely increase employee engagement. The average scores for these statements are low (at or below 3.79), but the items have strong relationships to engagement.

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Feedback and Recognition I receive recognition for my accomplishments. 3.43 0.55

Shared Values I can help shape the district’s mission and vision. 3.45 0.54

Work Environment There is high staff morale in my school or department. 3.45 0.60

Shared Values District leaders encourage employees to share ideas to improve performance. 3.46 0.60

Shared Values The district is moving in a direction that reflects our mission and vision. 3.49 0.68

Feedback and Recognition I feel appreciated for my work. 3.57 0.63

Communication I can influence decisions in my school or department. 3.79 0.55


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Continuing Positive Actions

Celebrating these items will promote positive employee engagement. The average scores for these statements are high (at or above 3.79) and the items have strong relationships to engagement.

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Correlation to

Engagement

Leadership My principal or direct supervisor ensures staff morale is high in my school or department. 3.79 0.56

Shared Values I know how I can fulfill Rockford Public Schools 205’s mission and vision. 3.81 0.55

Communication My principal or direct supervisor effectively communicates about important issues that affect me. 3.93 0.56

Shared Values My school or department has clear goals. 3.98 0.55

Shared Values I feel comfortable sharing ideas and opinions with my principal or direct supervisor. 3.98 0.55

Work Environment

My principal or direct supervisor implements policies fairly in my school or department. 3.99 0.56


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Continuing Positive Actions (Continued)

Celebrating these items will promote positive employee engagement. The average scores for these statements are high (at or above 3.79) and the items have strong relationships to engagement.

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Correlation to

Engagement

Leadership The actions of my principal or direct supervisor are consistent with his or her words. 4.01 0.54

Shared Values I support the district’s mission and vision. 4.04 0.56

Leadership My principal or direct supervisor is an effective leader. 4.06 0.55

Leadership I can count on the support of my principal or direct supervisor when addressing problems or issues. 4.06 0.55

Leadership I trust my principal or direct supervisor to make good decisions. 4.07 0.56


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Shared Values The district’s mission and vision is clearly defined. 3.90 0.50

Work Environment I work in an atmosphere where there is mutual respect among staff. 3.95 0.44

Shared Values I know how I can support Rockford Public Schools 205’s mission and vision. 3.98 0.51

Communication My principal or direct supervisor clearly communicates his or her expectations of my job performance. 4.06 0.51

Work Environment My colleagues are held to high professional standards. 4.09 0.41

Shared Values I am familiar with the mission and vision of Rockford Public Schools 205. 4.09 0.37

Communication My principal or direct supervisor is willing to listen to new ideas. 4.10 0.52

Celebrating these items will promote positive work environment. The average scores for these statements are high (at or above 3.79), and the items have weak relationships to engagement.

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Work Environment My colleagues are committed to their jobs. 4.11 0.33

Work Environment My colleagues help create a positive work environment. 4.14 0.35

Work Environment I have sufficient independence in my work. 4.18 0.50

Leadership My principal or direct supervisor trusts me to make good decisions. 4.19 0.53

Work Environment My colleagues support me. 4.24 0.34

Work Environment

My principal or direct supervisor encourages collaboration within and across teams in my school or department. 4.26 0.45

Celebrating these items will promote positive work environment. The average scores for these statements are high (at or above 3.79), and the items have weak relationships to engagement.

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Improving the Work Environment

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Shared Values Everyone in Rockford Public Schools 205 is doing what they can to fulfill the district’s mission. 2.93 0.46

Career Growth and Training Opportunities

The district’s training helps me be effective in my job. 3.23 0.51

Work Environment I have the materials I need to do my job. 3.30 0.48

Work Environment My workload is reasonable. 3.32 0.45


The district office provides professional development that supports district initiatives. 3.45 0.45


My principal or direct supervisor identifies opportunities for my professional growth and improvement. 3.61 0.52

Improving these items will promote a positive work environment. The average scores for these statements are low (at or below 3.79) and the items have weak relationships to engagement.

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Improving the Work Environment (Continued)

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Work Environment My work environment is clean and well maintained. 3.63 0.43

Feedback and Recognition Staff members are recognized for good performance at my work site. 3.67 0.53

Feedback and Recognition

My principal or direct supervisor regularly gives me constructive feedback to improve my performance. 3.68 0.53


The district encourages continued education and professional growth. 3.69 0.48


There are leadership opportunities for me in my school or department. 3.70 0.49

Improving these items will promote a positive work environment. The average scores for these statements are low (at or below 3.79) and the items have weak relationships to engagement.

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Engagement by Demographics

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Making the Connection

36

Employee Engagement

Net Promoter Score (0.65)

IAR Student Growth Percentile (SGP)- ELA (0.62)- Math (0.53)

MAP Conditional Growth Percentile (CGP)- Reading (0.51)- Math % Above 50 PCTL (0.51)

Report Cards- IL Summative Score (0.65)- ECRA Building Score (0.68)- ECRA Quality Instruction (0.53)

Shared ValuesLeadershipCommunicationFeedback and RecognitionWork EnvironmentCareer Growth and Training Opportunities

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Overall Engagement by School Level

37

24%

21%

28%

24%

29%

31%

51%

49%

51%

54%

48%

57%

25%

30%

21%

28%

23%

11%

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Engagement by Years of Service

34%

27%

28%

22%

21%

25%

15%

23%

52%

53%

50%

56%

54%

45%

57%

54%

14%

20%

22%

22%

25%

30%

28%

24%

0% 20% 40% 60% 80% 100%

Less than 1 year (N=201)

1-2 years (N=287)

3-5 years (N=314)

6-10 years (N=504)

11-15 years (N=369)

16-20 years (N=228)

21-25 years (N=112)

More than 25 years (N=136)

Highly Engaged Engaged Less Engaged

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Engagement by Role

39

55%

14%

44%

29%

21%

21%

27%

39%

65%

46%

43%

57%

53%

58%

6%

20%

10%

28%

23%

26%

16%

0% 20% 40% 60% 80% 100%

Building Administrator (N=101)

Bus Drivers/Building and Maintenance/Transportation (N=49)

Central Office Administrator (N=80)

Central Office Staff (N=90)

Certified Staff (N=253)

Classroom Teacher (N=1,309)

Para/Building Clerical/Tutors/Nutrition Services/HearingInterpreters/Translators/Coaches (N=269)

Highly Engaged Engaged Less Engaged

* Certified staff includes psychologist, social worker, speech and language pathologist, nurse, OT, PT, sign language interpreter, coach, and specialist positions.

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Engagement by Role: Comparison Over Time

40* Certified staff includes psychologist, social worker, speech and language pathologist, nurse, OT, PT, sign language interpreter, coach, and specialist positions.

78%

76%

72%

76%

82%

77%

89%

77%

75%

78%

84%

85%

88%

82%

84%

74%

78%

72%

90%

79%

94%

0% 20% 40% 60% 80% 100%

Paraprofessional, Building Clerical, Tutor, Nutrition Services, HearingInterpreter, Translator, Coach

Classroom Teacher

Certified Staff*

Central Office Staff

Central Office Administrator

Bus Driver, Building and Maintenance, Transportation

Building Administrator

Percentage Engaged or Highly Engaged2019-2020 (N=2,151) 2018-2019 (N=2,333) 2017-2018 (N=2,260)

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School Net Promoter ScoreThe Net Promoter Score (NPS) serves as a proxy for public confidence in the district and can potentially be connected to district growth. It is calculated by subtracting the percentage of detractors from promoters which gives a value between -100 to 100. A positive score means there are more people promoting the district than detracting from it. How likely are you to recommend your school to a friend or colleague?

41

NPS=14

NPS=8

43%

40%

28%

38%

29%

32%

0% 20% 40% 60% 80% 100%

2019-2020 (N=1,888)

2018-2019 (N=2,020)

Promoters (9-10) Passives (7-8) Detractors (0-6)

Note: Participants were asked how likely they were to recommend their school and Rockford Public Schools 205 to a friend or colleague on a scale of zero to 10 with zero being not at all likely and ten being extremely likely. The scores are clustered into Promoters, Passives, and Detractors, based on the rating. Passives represent individuals who do not have an unequivocal opinion about their school ordistrict. Only school-based staff members answered this question. Percentages may not total 100 due to rounding.

Range: -80 — +87

Range: -95 – +86

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School Net Promoter ScoreThe Net Promoter Score (NPS) serves as a proxy for public confidence in the district and can potentially be connected to district growth. It is calculated by subtracting the percentage of detractors from promoters which gives a value between -100 to 100. A positive score means there are more people promoting the district than detracting from it. How likely are you to recommend your school to a friend or colleague?

42

NPS=3957%

60%

44%

39%

36%

36%

24%

22%

28%

30%

31%

30%

19%

18%

29%

31%

33%

34%

0% 20% 40% 60% 80% 100%

RPS Early Childhood (N=175)

Early Childhood Benchmark (N-178)

RPS K-8 (N=1,228)

K-8 Benchmark (N=6,851))

RPS High School (N=472)

High School Benchmark (N=2,174))

Promoters (9-10) Passives (7-8) Detractors (0-6)Note: Participants were asked how likely they were to recommend their school and Rockford Public Schools 205 to a friend or colleague on a scale of zero to 10 with zero being not at all likely and ten being extremely likely. The scores are clustered into Promoters, Passives, and Detractors, based on the rating. Passives represent individuals who do not have an unequivocal opinion about their school ordistrict. Only school-based staff members answered this question. Percentages may not total 100 due to rounding.

NPS=42

NPS=15

NPS=8

NPS=4

NPS=2

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District Net Promoter ScoreThe Net Promoter Score (NPS) serves as a proxy for public confidence in the district and can potentially be connected to district growth. It is calculated by subtracting the percentage of detractors from promoters which gives a value between -100 to 100. A positive score means there are more people promoting the district than detracting from it. How likely are you to recommend Rockford Public Schools 205 to a friend or colleague?

43

NPS=-27

NPS=-29

21%

20%

31%

31%

48%

49%

0% 20% 40% 60% 80% 100%

2019-2020 (N=2,147)

2018-2019 (N=2,269)

Promoters (9-10) Passives (7-8) Detractors (0-6)

Note: Participants were asked how likely they were to recommend their school and Rockford Public Schools 205 to a friend or colleague on a scale of zero to 10 with zero being not at all likely and ten being extremely likely. The scores are clustered into Promoters, Passives, and Detractors, based on the rating. Passives represent individuals who do not have an unequivocal opinion about their school ordistrict. Percentages may not total 100 due to rounding.

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In One Word – All Staff

44

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In One Word – Highly Engaged

45

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In One Word – Engaged

46

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In One Word – Less Engaged

47

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Additional Questions

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Principal: Comparison Over TimeHow strongly do you disagree or agree with the following statements?

49

80%

79%

77%

82%

67%

70%

74%

73%

71%

77%

62%

66%

73%

71%

68%

76%

59%

63%

0% 20% 40% 60% 80% 100%

My principal cares about me.

I am comfortable sharing concerns with my principal.

My principal acts in the best interests of staff members.

My principal acts in the best interest of students.

My principal challenges staff members who do not holdstudents accountable for their achievement.

My principal is an instructional leader.


2019-2020 (N=1,557) 2018-2019 (N=1,724) 2017-2018 (N=1,636)Answer options: Strongly Disagree, Disagree, Neither Disagree nor Agree, Agree, Strongly AgreeNote: Only classroom teachers and certified staff members answered these questions.

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Collaboration and Input: Comparison Over TimeHow strongly do you disagree or agree with the following statements?

50

37%

67%

85%

67%

84%

51%

39%

69%

37%

62%

84%

61%

81%

52%

36%

64%

33%

62%

86%

64%

79%

48%

38%

65%

0% 20% 40% 60% 80% 100%

District staff and school employees communicate well with eachother.

At work, my opinion counts.

Everyone in my school has an equal opportunity to participate incommittees.

The building committee is an effective liaison between staffmembers and school leaders.

My colleagues work as a team.

My PLC is a valuable use of time.

Teachers can provide input that impacts the district’s direction.

My school has the structures and systems needed forcollaborative decision making.



© 2019

Additional Topics: Comparison Over TimeHow strongly do you disagree or agree with the following statements?

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81%

75%

73%

49%

74%

69%

82%

74%

73%

44%

71%

65%

85%

75%

74%

46%

72%

63%

0% 20% 40% 60% 80% 100%

I am proud to work at this school.

I am satisfied with my job.

I enjoy coming to work each day.

My building committee would be able to resolve any problem Ipresented.

My school administration provides sufficient notice forupcoming events.

Staff members in my school trust one another.



© 2019

Key Insights

• 78% of participating employees are engaged or highly engaged, which is a 1 percentage-point increase from 2018-2019. The group with the lowest level of engagement is employees who have worked in the district for 16 to 20 years, with only 70% engaged or highly engaged.

• 84% of participating paraprofessionals, building clerical, nutrition services, hearing interpreters, translators, and coaches are engaged or highly engaged, a 7 percentage-point increase compared with last school year. However, 72% of participating central office staff are engaged or highly engaged, which is a 12 percentage-point decrease from last school year.

• The perceived disconnect between employees and district leaders continues to have a negative impact on employee engagement:• Only 34% of participating employees agreed or strongly agreed that district leaders understand their professional needs, which is a

1 percentage-point increase from 2018-2019.• Only 35% of participants agreed or strongly agreed that district leaders clearly explain the reasons behind decisions on key issues,

which is a 2 percentage-point increase from 2018-2019.• Only 34% of participating employees agreed or strongly agreed that district leaders ensure staff morale is high, which is a 3

percentage-point increase from 2018-2019.

• Only 36% of participating employees agreed or strongly agreed that Rockford Public Schools 205 recognizes employees for their high-quality work and accomplishments, which is a 4 percentage-point increase from 2018-2019. However, 65% agreed or strongly agreed that they are recognized for good performance at their work site, a 6 percentage-point increase from 2018-2019.

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© 2019

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Documents

Employee Engagement Survey - BoardDocs, a Diligent Brand · 2019-11-28 · Project Overview. Engagement is the ... The Employee Engagement Survey consists of three parts: Overall