Presented by: Richard Boyer Partner, ModernThink LLC 2015 Campus Climate Survey September 21, 2015

Presented by:

Richard BoyerPartner, ModernThink LLC

2015 Campus Climate SurveySeptember 21, 2015

Survey OverviewSurvey Instrument 60 core belief statements 25 additional statements 17 item benefits satisfaction component 12 demographic questions 3 open-ended questions

Methodology 2015 Online survey administered March 28 – April 17, 2015

Response Rate (All Faculty & Staff): 20%...142/725Response Rate (Full-time Staff & Faculty): 22%...136/625

Benchmarks 2013 Metro State Campus Climate Survey Data 2015 Honor Roll – Large Benchmarks

Survey DefinitionsInstitution refers to the entire University or College

Senior Leadership refers to the senior members of the institution (i.e. President, Vice Presidents, Deputy Provost, Associate Vice Presidents, Deans and those that report directly to the President).

Department refers to your most immediate workgroup or team.

Supervisor/Department Chair refers to the individual to whom you most directly report.

Strongly Agree

AgreeSometimes

Agree/Sometimes Disagree

Disagree Strongly Disagree

25.2% 32.1% 22.9% 13.7% 6.1%

19.8%22.9%57.3%

Responses Expressed as Percentages

Guideline Scores

Descriptors

Negative Responses

Positive Responses

20% = Yellow Flag57% = Fair

59. This institution’s culture is special – something you don’t find just anywhere.

Guidelines for Positive Responses

Guideline Score Description

75%+ Exceptional

65% - 74% Good – Very Good

55% - 64% Fair

45% - 54% Yellow Flag

< 45% Red Flag

Response Scale: Strongly Agree; Agree; Sometimes Agree/Sometimes Disagree; Disagree; Strongly Disagree; Not Applicable

Positive Response - Strongly Agree & Agree

Guidelines for Negative Responses

Guideline Score Description

< 10% Excellent – Very Good

10% - 14% Fair - Good

15% - 19% Yellow Flag

20% - 29% Red Flag

30%+ Acute

Response Scale: Strongly Agree; Agree; Sometimes Agree/Sometimes Disagree; Disagree; Strongly Disagree; Not Applicable

Negative Response - Strongly Disagree & Disagree

Overall average across all 85 statements:

• 2015 – 55% Positive, 20% Negative• 2013 – 54% Positive, 19% Negative

In 2015 there were 10 statements that showed improvement of 5 percentage points or more (combined increase in positive response and decrease in negative response).

In 2015 there were 24 statements that regressed 5 percentage points or more (combined decrease in positive response and increase in negative response).

At a glance…

Actions Taken Strategic Planning Committee used survey information to guide the

development and the recent refresh of MSU Denver’s Strategic Plan

Began “Lunches with the Provost” to listen to and meet with faculty

Hired University Ombuds Officer

Equal pay Study

Development of the Bullying Policy

Continued efforts to diversify the workforce

Systemic practice of inclusive excellence (i.e. Equity & Excellence Committee, HSI Task Force)

Implemented cultural competence training for all supervisors

Revised Administrative Evaluation process to incorporate 360°feedback

Streamlined hiring process by converting all positions to PeopleAdmin

Overarching Themes

•The commitment to the mission, the impact on students, the positive influence in the community and the commitment to diversity are particular points of pride for faculty and staff.

•For many, there is a strong sense of camaraderie, especially at the department/work group level. Faculty and staff continue to report good rapport with for their supervisors and their immediate colleagues.

•Faculty and staff report progress regarding having the necessary resources/support to be effective and efforts to strengthen performance evaluation processes.

•Administration, faculty and staff all express a need for continued focus on improved communications especially as it relates to greater transparency, more inclusive processes and improved cross-functional communication.

• Faculty and staff appreciate the additional clarity of the strategic plan however, the pace and number of changes over the recent past has been challenging for many.

• There remain concerns regarding fairness, specifically related to consistent/equitable treatment, civility, performance management and compensation.

• While there are mechanisms/processes in place to facilitate shared governance (e.g. democratic governance), there remains a sense that faculty and staff aren’t sufficiently involved in decisions.

• Faculty and staff report varying degrees of alignment across departments…and varying degrees of skill/effectiveness across different levels of leadership.

Overarching Themes

63%66%

54%51%

61%58% 56%

53%

62%

56%

JobSatisfaction/Support

TeachingEnvironment

ProfessionalDevelopment

Compensation,Benefits & Work/Life

Balance

Facilities

MSU 2015

MSU 2013

Dimensions (Overall % Positive)

53% 53%47% 47%

67%70%

63%67%

52% 51%

Policies, Resources,Efficiency

Shared Governance Pride Supervisors/Department Chairs

Senior Leadership

MSU 2015

MSU 2013


46% 45%48% 47%

53%50% 49% 49%

52% 50%

Faculty,Administration &Staff Relations

Communication Collaboration Fairness Respect &Appreciation

MSU 2015

MSU 2013


Key “Barometer” Statements

Survey Statement2015 MSU

Denver Overall (Positive %)

2015 MSU Denver Overall

(Negative %)


(Positive %)


(Negative %)

57 This institution is well run. 42 21 48 17

25Overall, my department is a good place to work. 69 11 73 7

60All things considered, this is a great place to work.

57 13 62 12

Most Improved




(Negative %)


(Positive %)


(Negative %)

78I have sufficient technology and resources to do my job.

56 19 45 26

17Our review process accurately measures my job performance.

50 23 40 26

29The institution takes reasonable steps to provide a safe and secure environment for the campus.

78 8 69 11

64I can make an official complaint without having to worry about losing my job or harming my career.

50 30 44 32

34 This institution’s benefits meet my needs. 58 12 52 23

Most Improved




(Negative %)


(Positive %)


(Negative %)

10I understand the necessary requirements to advance my career.

62 22 56 20

68People of different sexual orientations are treated equally at this institution.

84 1 79 5

27Senior leadership provides a clear direction for this institution’s future.

54 23 49 20

39Faculty are appropriately involved in decisions related to the education program (e.g., curriculum development, evaluation).

61 13 56 17

53This institution’s policies and practices give me the flexibility to manage my work and personal life.

64 18 59 14

• Job Satisfaction

• Supervisor/Department Chair

• Pride

• Diversity & Community

Strengths by Theme

Job Satisfaction




(Negative %)

2013 MSU Denver Overall (Positive %)


(Negative %)

1My job makes good use of my skills and abilities.

71 9 74 8

2I am given the responsibility and freedom to do my job.

69 8 79 7

5I understand how my job contributes to this institution’s mission.

87 4 85 3


56 19 45 26

Supervisor/Department Chair




(Negative %)



(Negative %)

24I have a good relationship with my supervisor/department chair.

74 8 79 6

3My supervisor/department chair makes his/her expectations clear.

59 19 68 13

15My supervisor/department chair regularly models this institution’s values.

67 17 71 11

12I believe what I am told by my supervisor/department chair.

66 14 69 11

Pride




(Negative %)



(Negative %)

36 I am proud to be part of this institution. 68 6 74 6

49This institution actively contributes to the community.

78 3 79 4

59This institution's culture is special - something you don't find just anywhere.

57 19 58 17

25 Overall, my department is a good place to work. 69 11 73 7

60All things considered, this is a great place to work.

57 13 62 12

Diversity & Community




(Negative %)



(Negative %)

45At this institution, people are supportive of their colleagues regardless of their heritage or background.

74 6 72 8

50This institution places sufficient emphasis on having diverse faculty, administration and staff.

78 6 78 6

54This institution has clear and effective procedures for dealing with discrimination.

68 15 69 13

73This institution makes a genuine effort to involve a diverse group of faculty/staff on college initiatives.

62 11 62 12

74Overall, I am satisfied with the institution’s efforts to support and encourage the valuing of differences.

68 10 65 11




(Negative %)



(Negative %)

66People of different genders are treated equally at this institution.

67 10 71 12

67People of different races/ethnicities are treated equally at this institution.

74 6 73 9

68People of different sexual orientations are treated equally at this institution.

84 1 79 5

69People of different abilities are treated equally at this institution.

65 12 70 9

70People of different religious beliefs are treated equally at this institution.

75 10 78 7

Diversity & Community

Largest Decline




(Negative %)


(Positive %)


(Negative %)

30Our orientation program prepares new faculty, administration and staff to be effective.

37 30 43 21

3My supervisor/department chair makes his/her expectations clear.

59 19 68 13

7I receive feedback from my supervisor/department chair that helps me.

52 22 61 16

80The role of staff in shared governance is clearly stated and encouraged.

34 33 39 26

2I am given the responsibility and freedom to do my job.

69 8 79 7

Largest Decline




(Negative %)


(Positive %)


(Negative %)

57 This institution is well run. 42 21 48 17

38The role of faculty in shared governance is clearly stated and publicized.

43 31 45 23

15My supervisor/department chair regularly models this institution's values.

67 17 71 11

19My supervisor/department chair is consistent and fair.

65 20 67 13

25Overall, my department is a good place to work.

69 11 73 7

Opportunities by Theme

• Resources

• Communication & Collaboration

• Shared Governance

• Compensation, Benefits & Work/Life Balance

• Recognition & Appreciation

• Accountability

• Senior Leadership

Resources




(Negative %)



(Negative %)

4I am provided the resources I need to be effective in my job.

51 24 47 19

31The facilities (e.g., classrooms, offices, laboratories) adequately meet my needs.

47 23 44 27


56 19 45 26

28My department has adequate faculty/staff to achieve our goals.

33 41 31 43

62In my department, we make good use of our resources, time and budget.

65 15 66 14

Communication




(Negative %)



(Negative %)

8When I offer a new idea, I believe it will be fully considered.

56 21 58 16

21In my department, we communicate openly about issues that impact each other’s work.

57 22 53 18

13We have opportunities to contribute to important decisions in my department.

60 17 57 20

14I can speak up or challenge a traditional way of doing something without fear of harming my career.

51 28 51 24

61In my department, we address conflicts effectively when they arise.

51 22 53 21

Communication




(Negative %)



(Negative %)

22Changes that affect me are discussed prior to being implemented.

43 30 41 25

43At this institution, we discuss and debate issues respectfully to get better results.

36 25 36 22

55There is regular and open communication among faculty, administration and staff.

43 25 39 25

Collaboration




(Negative %)



(Negative %)

61In my department, we address conflicts effectively when they arise.

51 22 53 21

26I can count on people to cooperate across departments.

50 15 46 16

58There’s a sense that we’re all on the same team at this institution.

40 27 38 28

42Faculty, administration and staff are meaningfully involved in institutional planning.

38 23 40 21

46Faculty, administration and staff work together to ensure the success of institution programs and initiatives.

50 12 51 14

Shared Governance




(Negative %)



(Negative %)

38The role of faculty in shared governance is clearly stated and publicized.

43 31 45 23

80The role of staff in shared governance is clearly stated and encouraged.

34 33 39 26

46Faculty, administration and staff work together to ensure the success of institution programs and initiatives.

50 12 51 14

39Faculty are appropriately involved in decisions related to the education program (e.g., curriculum development, evaluation).

61 13 56 17

Compensation, Benefits & Work/Life Balance




(Negative %)



(Negative %)

11 I am paid fairly for my work. 30 50 29 48

34 This institution’s benefits meet my needs. 58 12 52 23

53This institution’s policies and practices give me the flexibility to manage my work and personal life.

64 18 59 14

Recognition & Appreciation




(Negative %)



(Negative %)

35Our recognition and awards programs are meaningful to me.

28 43 28 42

9 I am regularly recognized for my contributions. 46 28 45 27

52We celebrate significant milestones and important accomplishments at this institution.

60 16 57 13

Accountability




(Negative %)



(Negative %)

44This institution’s policies and practices ensure fair treatment for faculty, administration and staff.

42 28 43 23

19My supervisor/department chair is consistent and fair.

65 20 67 13

64I can make an official complaint without having to worry about losing my job or harming my career.

50 30 44 32

65Recent changes to the organizational structure of the university improve our ability to execute the institution's mission.

36 24 39 22

72Recent changes to the organizational structure of the university help my area be more effective.

34 30 33 28

Accountability




(Negative %)



(Negative %)

17Our review process accurately measures my job performance.

50 23 40 26

63Our evaluation process is user-friendly and efficient.

44 31 40 26

16Promotions in my department are based on a person’s ability.

43 31 43 29

18Issues of low performance are addressed in my department.

42 32 41 30

Bullying Statements




(Negative %)



(Negative %)

81

I have experienced bullying (i.e., the persistent use of aggressive, overbearing, or unreasonable behaviors) directed toward me by a member of the MSU Denver community.

34 57 28 63

82I am aware of other employees at MSU Denver who have experienced bullying at work.

48 43 42 47

83I believe that MSU Denver's policies and practices are effective at preventing bullying.

40 32 40 26

84Faculty, administration and staff understand that bullying is not tolerated in this institution.

56 20 59 19

85Instances of alleged bullying are taken seriously by leadership.

46 23 50 22

Senior Leadership




(Negative %)



(Negative %)

32Our senior leadership has the knowledge, skills and experience necessary for institutional success.

59 15 61 13

79I trust senior leadership enough to follow them, even when I disagree with their decisions.

53 20 50 18

27Senior leadership provides a clear direction for this institution’s future.

54 23 49 20

48Senior leadership regularly models this institution’s values.

58 20 57 14

75Our institution’s values guide decision-making throughout the institution not just in theory but also in our day-to-day action.

48 19 48 16

Senior Leadership




(Negative %)



(Negative %)

37Senior leadership shows a genuine interest in the well-being of faculty, administration and staff.

47 25 44 23

41Senior leadership communicates openly about important matters.

48 22 45 21

56 I believe what I am told by senior leadership. 50 19 51 20

1. Communicate a high level summary of the survey results to faculty, staff and appropriate leadership groups.

2. Ensure leaders across the university have the necessary training to provide day-to-day leadership…especially as related to coaching behaviors and creating a culture of appreciation and accountability.

3. Focus on quality communications…with an emphasis on interactive processes and “cross-functional” dialogue.

4. Create opportunities to reinforce confidence in the credibility and alignment of senior leadership…and to create greater alignment across all levels of leadership.

5. Address fairness concerns regarding compensation, performance management processes and consistency/equity.

6. Consider more specifically defining the MSU Denver’s “employee value proposition” (employment brand) to better capitalize on current strengths and differentiating qualities and to proactively manage employee expectations.

Recommendations – 2013

The Value of Relationships

“The world is becoming more technologically complex, interdependent, and culturally diverse, which makes the building of relationships more and more necessary to get things accomplished, and at the same time, more difficult. Relationships are the key to good communication; good communication is the key to successful task accomplishment...”

Edgar Schein Humble Inquiry

Additional Resources

Richard K. [email protected]

302.764.4477

mailto:[email protected]

Documents

Presented by: Richard Boyer Partner, ModernThink LLC 2015 Campus Climate Survey September 21, 2015