Pulse: what happens next?

The session

• Brief overview of results– Top positive perceptions– Top negative perceptions– Other issues

• What’s happened so far

• What still needs to be done?

Response rate

• Overall response rate of 40%

Academic/teaching, 39%

ALC, 50%

Clerical, 42%

Manual,22%

Technician, 39%

0%5%

10%15%20%25%30%35%40%45%50%

Response rate

Top positive perceptions

Generally, I enjoy my work 93%

I feel my department/section/support service/school delivers good quality service to students and other users

91%

The University is a good place to work 91%

The University provides a safe and secure working environment

90%

I feel my skills and experience are valued by colleagues 86%

My motivation at work is generally high 85%

I am satisfied with the non-pay benefits I receive 84%

++

Top negative perceptions

There is good communication between the various parts of the University

68%

I am satisfied with my pay in relation to people doing similar jobs in other organisations

60%

My chair/head of department/line manager/supervisor deals with poor performance in the team effectively

58%

I am satisfied with communication within the University 57%

The style of management in the University is generally open and consultative

54%

I am satisfied with the pay I receive for the work I do 53%

My development needs are regularly reviewed with my chair/head of department/line manager/supervisor

52%

--% respondents answering disagree or disagree strongly

Other issues

Is there a particular ‘burning issue’ related to your work experience that is making you actively consider alternative employment?

42%

Have you experienced harassment or bullying at work in the last 12 months?

15%

Have you felt discriminated against at work in the last 12 months?

12%

--% respondents answering ‘yes’

Summary

• Motivation and commitment

• Health & safety

• Working environment

• Non-pay benefits

• Development opportunities

• Communication

• Direction

• Harassment & bullying

• Discrimination

• Stress

• Performance & development

• Pay and benefits

• Car parking

--++

What’s happened so far?

Harassment • New policy & harassment contacts• Guidelines booklet to all staff

Stress • Stress survey

Communication • Team briefing pilot• Various other initiatives

Performance & development

• Annual review process to be developed

Pay & benefits • Pay and grading agreement

What else can be done?

• Other areas to address?

• How do we influence the results as managers?

• Further investigation?

• Re-surveying & improving response rates for future