University Wide Report quality survey, and · University‐Wide Report De Montfort University Staff Engagement Survey 2015 Background In November 2015, De Montfort University launched

De Montfort University Staff Engagement Survey 2015

January 2016

Project Number: 7581

University‐Wide ReportDelivering quality survey, research and analysis solutions

[Capita Business Services Limited. Registered Office: 71 Victoria Street, London, SW1H 0XA. Company No. 2299747]

Organisational Contact Information

Address: Capita Surveys and Research Spa House Hookstone Park Harrogate North Yorkshire HG2 7DB

Tel: 01423 818700 Fax: 01423 818777 Web: www.capitasurveys.co.uk


University‐Wide Report

Contents

Background ............................................................................................................................................. 4

Presentation of results ........................................................................................................................ 4

Confidence intervals and statistical reliability .................................................................................... 5

Participation ............................................................................................................................................ 6

PART A – Employee Engagement and Organisation Climate .................................................................. 7

The employee engagement and organisation climate tables ............................................................. 7

PART B – Areas of Strength ................................................................................................................... 10

PART C – Areas for Improvement ......................................................................................................... 13

PART D – Survey Results ....................................................................................................................... 14

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[Note: the sum of the total responses throughout this report may not be exactly equal to 100% due to rounding.]


De Montfort University

Staff Engagement Survey 2015

Background

In November 2015, De Montfort University launched its staff engagement survey, to provide an opportunity for employees to feedback on their experiences in working for De Montfort University, and to highlight issues they feel should be addressed in the future.

The survey was designed by Capita Surveys and Research (in conjunction with De Montfort University) as an e‐survey, with an option to complete the survey on paper or over the telephone.

The survey was distributed on 2nd November 2015 with a closure date of 14th December 2015. Capita Surveys and Research processed and validated 1,418 completed survey questionnaires from De Montfort University employees; this gives a response rate of 52% based on the 2,733 staff invited to participate.

Presentation of results

This report presents a summary of the results for the whole organisation i.e. everyone who participated in the survey.

Part A includes Key employee engagement and organisation climate indicators and comparisons with other Higher Education Institutions (HEIs).

Part B includes The most positive issues rated by staff, identified as organisation strengths.

Part C includes The most negative issues rated by staff and identified as areas for improvement.

Part D includes A presentation of the survey results in chart format. Each section displays questions in appropriate groups in chart format with percentages. It should be noted the sum of the total responses throughout this report may not be exactly equal to 100% due to rounding.

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Confidence intervals and statistical reliability

The respondents to the questionnaire are only a sample of the total De Montfort University population, so we cannot be 100% certain that the figures obtained are exactly those we would have if everybody had returned their questionnaires, i.e. the ‘true values’. We can, however, predict the variation between the sample results and the ‘true’ values from the knowledge of the size of the samples on which the results are based, the ‘confidence level’.

In social research, the most common measure of confidence for this prediction is the 95% confidence interval – where the chances are 95 out of 100 that the true value would be within a specified range – i.e. if everyone had responded. As a general guide it is calculated that the results for De Montfort University are within +/‐ 1% (the confidence interval), for each question. The confidence interval guide for 2012 was +/‐ 1%. This means when considering improvements and deteriorations between the years there would need to be a change of two percentage points in response for most questions.

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Participation

The following chart shows the response rate for all staff who responded to De Montfort University’s staff engagement survey.

A total of 1,418 survey questionnaires were completed and returned by the 2,733 members of staff invited to participate in the survey: this means that the overall response rate for De Montfort University is 52%.

Response rates for individual areas of work ranged from 30% to 100%.

2733

1418

Number distributed

Number completed

Response Rate = 52%

47%

58%

30%

43%

50%

38%

83%

62%

58%

73%

84%

62%

80%

100%

55%

Estates and Commercial Services

Executive, Governance and Legal Services

Faculty of Art, Design and Humanities

Faculty of Business and Law

Faculty of Health and Life Sciences

Faculty of Technology

Finance

Information Technology & Media Services

Library & Learning Services

Marketing & Communications

People and Organisational Development

Research, Business & Innovation

Strategic and International Partnerships

Strategic Planning Services

Student & Academic Services

Response Rates by Area of Work

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PART A – Employee Engagement and Organisation Climate

The following tables compare some of the key results from the survey for De Montfort University in relation to the other Higher Education Institutions (HEIs) that Capita supported to undertake a staff survey in 2014‐2015.

The tables on the following pages show the key questions included in the survey which measure employee engagement, i.e. ‘motivated and involved employees, who are supporters of the University’ and organisation climate i.e. ‘ how things are in the work environment’. Positive responses to these questions demonstrate high levels of employee job satisfaction which leads to the University providing a good quality service to students and other service users.

Making comparisons with other HEIs helps put the employee engagement results into context and highlight De Montfort University’s strengths and areas for improvement. However, the comparisons are not used on their own to decide the issues for improvement within the University. The negative perceptions from staff responding to the survey may not be the same as those identified by the HEI comparisons, but should also be considered as areas for improvement.

The employee engagement and organisation climate tables

The yellow tables on the following pages show the ‘agree’ percentages for De Montfort University compared to the median score of other HEIs. The information in the final column of the tables indicates whether the University score is statistically significantly different when compared to other HEIs. Statistical significance does not necessarily mean it is an important difference. What it does indicate is where a real difference exists between the University score and the median HEI score, and the difference is not just by chance related to some other factor such as the response rate, or the size of the organisation etc.

For ease of reference the statistically significant differences are shown in green where the difference is a better score than the median for the benchmark group, and in red where the difference is worse than median.

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Employee engagement and organisation climate Table 1: (Questions where a high score is a good result)

Question


2015Agree %

HEI benchmark

Agree %

StatisticallySignificantDifference

Q1‐6 I am satisfied with my current role and level of responsibility

77% 74% Yes

Q2‐1 The University is a good place to work 88% 88% No

Q2‐3 I feel valued by the University 66% 55% Yes

Q2‐8 My line manager helps me find a good work‐life balance

74% 72% Yes

Q3‐2 I feel safe and secure in my working environment 95% 92% Yes

Q3‐9 Do you know how to report accidents and incidents? 76% 69% Yes

Q4‐6 My line manager keeps me informed about things I should know about

80% 77% Yes

Q5‐2 As part of the annual review cycle, have you had an individual appraisal/review in the last 12 months?

83% 83% No

Q5‐9 I am satisfied with my current level of learning and development

77% 73% Yes

Q5‐10 I feel fairly paid for the work I do 68% 65% Yes

Q7‐3 I am satisfied with the support I get from my line manager

80% 80% No

Q9‐1 I feel the University delivers good quality service to students and others

92% 87% Yes

Q9‐3 I feel proud to work for the University 89% 86% Yes

Q9‐5 Would you recommend the University to a friend as a place to work? (excludes ‘don’t know’)

87% 84% Yes

Q10‐1 The University’s Executive Board manage and lead the University well (excludes ‘don’t know’)

79% 70% Yes

Q11‐1 On the whole, communication in the University is effective

76% 55% Yes

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Employee engagement and organisation climate Table 2: (Questions where a low score is a good result)

Question


2015Agree %

HEI benchmark

Agree %

StatisticallySignificantDifference

Q6‐7 Have you felt discriminated against at work in the last 12 months?

11% 10% No

Q7‐10 Overall I feel unduly stressed at work 30% 30% No

Q8‐1 Are you currently being harassed or bullied at work? 3% 5% Yes

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PART B – Areas of Strength

To identify the areas of strength in De Montfort University, all the agree/disagree questions are ranked according to the values assigned to each question. Values are assigned to each response i.e. Agree = 4; Tend to Agree = 3; Tend to Disagree = 2; Disagree = 1 (scores are reversed for negatively phrased questions). Values for each participant’s response are added together to generate an overall question score. It is possible that two questions with the same aggregate percentage may have different question scores, so one may appear as an area of strength or improvement while the other does not. Those questions generating the most positive values i.e. with a score above 3.00 are listed below.

Equality, diversity and respect Q6‐4 I am satisfied with my level of awareness of equality and diversity issues and how to

react appropriately with colleagues and students 3.75

Q6‐2 I am aware of the University’s Equality and Diversity Strategies 3.73Q6‐6e The University respects people equally regardless of their marital or civil partnership

status 3.68

Q6‐6i The University respects people equally regardless of their sexual orientation 3.66Q6‐3 I am aware of the staff involvement groups (for Black and Ethnic Minority; Disabled;

and Lesbian, Gay, Bi‐sexual and Transgender staff) 3.64

Q6‐6h The University respects people equally regardless of their religion or belief (or lack of) 3.64Q6‐6d The University respects people equally regardless of their gender identity 3.64Q6‐6f The University respects people equally regardless of their pregnancy/maternity

(including paternity leave) status 3.63

Q6‐6b The University respects people equally regardless of their disability status 3.62Q6‐6g The University respects people equally regardless of their race or ethnic background 3.62Q6‐6c The University respects people equally regardless of their sex 3.53Q6‐6a The University respects people equally regardless of their age 3.50Q6‐5a I feel the University acts fairly, regardless of equality characteristics* with regard to

recruitment 3.48

Q6‐1 I believe the University is committed to equality of opportunity for all of its staff 3.38Q6‐5b I feel the University acts fairly, regardless equality characteristics* with regard to

career progression/promotion 3.22

Role and responsibilities Q1‐4 I have a clear understanding about expected standards of behaviour 3.71Q1‐1 I have a clear understanding about my role within the University 3.57Q1‐3 I have a clear understanding about expected standards of performance 3.53Q1‐5 I am trusted to do my job 3.49Q1‐2 I have a clear understanding about what I am expected to achieve in my job 3.46Q7‐1 I can decide on my own how to go about doing my work 3.42Q7‐2 I feel I have the opportunity to use my professional expertise/skills to contribute to

the University 3.33

Q1‐6 I am satisfied with my current role and level of responsibility 3.17

Health, safety and wellbeing Q3‐2 I feel safe and secure in my working environment 3.59Q3‐8 I am satisfied that my personal safety is treated seriously at work 3.40Q3‐7 Health and Safety is a high priority in my Faculty/Directorate 3.27

*Equality characteristics are: age, disability status, gender identity, marital or civil partnership status, pregnancy/maternity (including paternity) status, race or ethnic background, religion or belief, sex, sexual orientation

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Quality of service Q9‐2 I feel my Department delivers good quality service to students and others 3.48Q9‐1 I feel the University delivers good quality service to students and others 3.37 Feeling valued and supported Q2‐5 I feel valued by colleagues 3.46Q7‐4 I am satisfied with the support I get from my work colleagues 3.40Q2‐4 I feel valued by my Faculty/Directorate 3.05 Satisfaction at work Q2‐1 The University is a good place to work 3.40Q9‐4 I feel proud to work for my Faculty/Directorate 3.38Q9‐3 I feel proud to work for the University 3.38Q2‐2 My Faculty/Directorate is a good place to work 3.35 The University’s Executive Board Q10‐3 The University’s Executive Board build strong, positive relationships with the

community 3.36

Q10‐8 The University’s Executive Board are focused on meeting the needs of students/others 3.28Q10‐2 The University’s Executive Board set out a clear vision of where the organisation is

headed 3.27

Q10‐6 The University’s Executive Board support new ideas for improving services for students and others

3.16

Q10‐4 The University’s Executive Board manage and lead the Faculty/Directorate well 3.14Q10‐5 The University’s Executive Board set out a clear vision of where the

Faculty/Directorate is headed 3.08

Q10‐1 The University’s Executive Board manage and lead the University well 3.05 Line management Q4‐1 My line manager ensures I have the skills to be able to do my job well 3.31Q4‐2 My line manager is available when needed 3.30Q4‐3 My line manager gives me recognition for work done well 3.26Q7‐3 I am satisfied with the support I get from my line manager 3.23Q4‐6 My line manager keeps me informed about things I should know about 3.19Q4‐4 My line manager provides me with feedback about my performance 3.15Q4‐9 My line manager has sufficient authority to make decisions 3.13Q4‐8 My line manager involves me in decisions made that affect me in my area of work 3.09Q4‐5 My line manager helps to motivate me to give my best 3.01 Working environment Q3‐1 I have a comfortable work space (including temperature, lighting, etc.) 3.23Q3‐3 I have a place I can go, away from my desk/work area, for rest or break at work 3.04 Learning and development Q5‐8 I am clear about what training and development opportunities are available to me 3.19Q5‐9 I am satisfied with my current level of learning and development 3.09 Working together Q3‐5 People are willing to help each other even if it means doing something outside their

usual activities 3.07

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Pay and benefits Q5‐11 Overall, I feel the University offers a good pay and reward package 3.03 Work‐life balance Q2‐8 My line manager helps me find a good work‐life balance 3.03

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PART C – Areas for Improvement

To identify the areas for improvement in De Montfort University, all the agree/disagree questions are ranked according to the values assigned to each question. Values are assigned to each response i.e. Agree = 4; Tend to Agree = 3; Tend to Disagree = 2; Disagree = 1 (scores are reversed for negatively phrased questions). Values for each participant’s response are added together to generate an overall question score. It is possible that two questions with the same aggregate percentage may have different question scores, so one may appear as an area of strength or improvement while the other does not. Those questions generating the most negative values i.e. with a score below 2.50 are listed below. Workload/bureaucracy Q3‐4 I feel I have had to put in a lot of extra time in the last 12 months to meet the

demands of my workload** 1.86

Q1‐7 I feel that too many approvals are needed for routine decisions** 2.14Q7‐7 I am required to do unimportant tasks which prevent me completing more important

ones** 2.42

**Questions that were worded negatively have had their scores reversed

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PART D – Survey Results

A presentation of the survey results in chart format in the same order as the questionnaire for ease of reference. All the main results charts (for scale response questions) are structured in a similar way:

1. Question: The text of the question that was asked. 2. Response chart: The percentage of respondents who selected each response option for this

question, rounded to the nearest whole percentage, is presented in a stacked bar chart. It is important to look at this detailed breakdown, not just the percentage of positive responses, when interpreting the survey results. Note that the rounding percentages occasionally results in the total percentage not adding up to exactly 100%.

3. Total Responses: The number of valid responses that were received for the question.

4. Positive: The total percentage of positive responses that were received for the question in 2015. Where a question is positively phrased for example ‘Q2‐1 The University is a good place to work ’ the ‘Positive’ heading shows the total of ‘Agree/Tend to agree’ or ‘Yes’ responses. Where the question is negatively phrased for example ‘Q1‐7 I feel that too many approvals are needed for routine decisions’ the ‘Positive’ heading shows the ‘Disagree/Tend to disagree’ or ‘No’ responses.

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De Montfort University: De Montfort University Staff Engagement Survey 2015

1: Your Role at DMU

66 27 5 2

Total Responses

1407

Positive93 %

Q1‐1 I have a clear understanding about my role within the University

60 29 9 2

Total Responses

1397

Positive89 %

Q1‐2 I have a clear understanding about what I am expected to achieve in my job

65 26 7 2

Total Responses

1395

Positive91 %

Q1‐3 I have a clear understanding about expected standards of performance

76 21 3

1

Total Responses

1395

Positive96 %

Q1‐4 I have a clear understanding about expected standards of behaviour

65 22 8 4

Total Responses

1411

Positive88 %

Q1‐5 I am trusted to do my job

47 30 15 8

Total Responses

1400

Positive77 %

Q1‐6 I am satisfied with my current role and level of responsibility

29 36 25 9

Total Responses

1390

Positive34 %

Q1‐7 I feel that too many approvals are needed for routine decisions

% Disagree% Agree % Tend to Agree % Tend to Disagree

[Note: The sum of the total responses throughout this report may not be exactly equal to 100% due to rounding.]

Page 15


2: Job Satisfaction

55 33 8 3

Total Responses

1405

Positive88 %

Q2‐1 The University is a good place to work

53 34 9 4

Total Responses

1402

Positive87 %

Q2‐2 My Faculty/Directorate is a good place to work

30 36 22 12

Total Responses

1392

Positive66 %

Q2‐3 I feel valued by the University

39 34 19 7

Total Responses

1393

Positive73 %

Q2‐4 I feel valued by my Faculty/Directorate

57 34 7 3

Total Responses

1399

Positive91 %

Q2‐5 I feel valued by my colleagues

31 42 17 10

Total Responses

1398

Positive73 %

Q2‐6 I feel my job security at the University is good

32 36 20 12

Total Responses

1390

Positive68 %

Q2‐7 The University provides good support to help me balance my work and personal commitments

38 35 17 9

Total Responses

1392

Positive74 %

Q2‐8 My line manager helps me find a good work‐life balance

32 36 22 11

Total Responses

1403

Positive68 %

Q2‐9 I feel I have a good work‐life balance



Page 16


2: Job Satisfaction

25 40 23 8 4

Total Responses

1409

Positive65 %

Q2‐10 Overall, how happy are you working at the University? (Of a score of 1 to 5, where 1 is Least Happy and 5 is Most Happy)

% 4 % 5% 1 % 2 % 3


Page 17


3: Working Environment, Health, Safety and Wellbeing

49 31 15 6

Total Responses

1416

Positive80 %

Q3‐1 I have a comfortable work space (including temperature, lighting, etc.)

66 29 4 2

Total Responses

1409

Positive95 %

Q3‐2 I feel safe and secure in my working environment

47 24 17 13

Total Responses

1394

Positive70 %

Q3‐3 I have a place I can go, away from my desk/work area, for rest or break at work

46 28 18 7

Total Responses

1398

Positive25 %

Q3‐4 I feel I have had to put in a lot of extra time in the last 12 months to meet the demands of my workload

30 51 16 4

Total Responses

1404

Positive81 %

Q3‐5 People are willing to help each other even if it means doing something outside their usual activities

23 46 20 12

Total Responses

1399

Positive68 %

Q3‐6 I feel the University is interested in my wellbeing

43 44 10 3

Total Responses

1405

Positive87 %

Q3‐7 Health and Safety is a high priority in my Faculty/Directorate

51 40 6 3

Total Responses

1405

Positive91 %

Q3‐8 I am satisfied that my personal safety is treated seriously at work



Page 18


3: Working Environment, Health, Safety and Wellbeing

76 6 18

Total Responses

1404

Positive76 %

Q3‐9 Do you know how to report accidents and incidents?

% No % Not Sure% Yes


Page 19


4: My Line Manager

50 35 12 4

Total Responses

1394

Positive85 %

Q4‐1 My line manager ensures I have the skills to be able to do my job well

49 36 10 4

Total Responses

1400

Positive85 %

Q4‐2 My line manager is available when needed

50 32 13 6

Total Responses

1395

Positive82 %

Q4‐3 My line manager gives me recognition for work done well

45 32 18 6

Total Responses

1392

Positive76 %

Q4‐4 My line manager provides me with feedback about my performance

39 31 21 9

Total Responses

1387

Positive70 %

Q4‐5 My line manager helps to motivate me to give my best



Page 20


4: My Line Manager

45 35 14 6

Total Responses

1392

Positive80 %

Q4‐6 My line manager keeps me informed about things I should know about

32 37 21 10

Total Responses

1347

Positive69 %

Q4‐7 My line manager deals with poor performance effectively

42 33 17 8

Total Responses

1390

Positive75 %

Q4‐8 My line manager involves me in decisions made that affect me in my own area of work

43 35 15 7

Total Responses

1388

Positive78 %

Q4‐9 My line manager has sufficient authority to make decisions



Page 21


5: MAX/MyAppraisal, Learning and Development

84 16

Total Responses

1381

Positive84 %

Q5‐1 Have you had objectives set for your work?

% No% Yes

83 11 6

Total Responses

1399

Positive83 %

Q5‐2 As part of the annual review cycle, have you had an individual appraisal/review in the last 12 months?

% No % I've not been here long enough

% Yes

74 26

Total Responses

1149

Positive74 %

Q5‐3 Was your appraisal useful for you? (Based on respondents who answered "Yes" to Q5‐2)

66 34

Total Responses

1140

Positive66 %

Q5‐4 Did the appraisal or performance review leave you feeling your work is valued by the University? (Based on respondents who answered "Yes" to Q5‐2)

77 23

Total Responses

1140

Positive77 %

Q5‐5 As part of your appraisal, did you agree a Personal Development Plan (PDP)? (Based on respondents who answered "Yes" to Q5‐2)

% No% Yes


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5: MAX/MyAppraisal, Learning and Development

37 9 55

Total Responses

867

Positive37 %

Q5‐6 Have you received the training, learning and development identified in the plan? (Based on respondents who answered "Yes" to Q5‐5)

55 7 38

Total Responses

903

Positive55 %

Q5‐7 Has your line manager supported you in accessing the training, learning and development? (Based on respondents who answered "Yes" to Q5‐5)

% No % Too Early To Say

% Yes

41 41 15 4

Total Responses

1401

Positive82 %

Q5‐8 I am clear about what training and development opportunities are available to me

39 38 17 6

Total Responses

1391

Positive77 %

Q5‐9 I am satisfied with my current level of learning and development

33 35 18 15

Total Responses

1398

Positive68 %

Q5‐10 I feel fairly paid for the work I do

35 41 15 9

Total Responses

1394

Positive77 %

Q5‐11 Overall, I feel the University offers a good pay and reward package



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6: Equality and Diversity

57 28 10 5

Total Responses

1391

Positive85 %

Q6‐1 I believe the University is committed to equality of opportunity for all of its staff

76 22 2

0

Total Responses

1389

Positive98 %

Q6‐2 I am aware of the University’s Equality and Diversity Strategies

72 23 4 2

Total Responses

1388

Positive94 %

Q6‐3 I am aware of the staff involvement groups (for Black and Ethnic Minority; Disabled; and Lesbian, Gay, Bi‐sexual and Transgender staff)

77 21 2

1

Total Responses

1394

Positive98 %

Q6‐4 I am satisfied with my level of awareness of equality and diversity issues and how to react appropriately with colleagues and students

61 30 6 3

Total Responses

1363

Positive91 %

Q6‐5a I feel the University acts fairly, regardless of equality characteristics* with regard to recruitment

48 32 13 7

Total Responses

1350

Positive80 %

Q6‐5b I feel the University acts fairly, regardless equality characteristics* with regard to career progression/promotion

63 27 7 3

Total Responses

1357

Positive90 %

Q6‐6a The University respects people equally regardless of their age



For Q6-5 (a) and (b) 'equality characteristics*' are: 'age, disability status, gender identity, marital or civil partnership status, pregnancy/maternity (including paternity) status, race or ethnic background, religion or belief, sex, sexual orientation'

Page 24



68 27 4

1

Total Responses

1352

Positive95 %

Q6‐6b The University respects people equally regardless of their disability status

64 26 7 2

Total Responses

1356

Positive91 %

Q6‐6c The University respects people equally regardless of their sex

69 28 3

1

Total Responses

1330

Positive96 %

Q6‐6d The University respects people equally regardless of their gender identity

71 26 2

1

Total Responses

1336

Positive98 %

Q6‐6e The University respects people equally regardless of their marital or civil partnership status

68 28 3

1

Total Responses

1330

Positive96 %

Q6‐6f The University respects people equally regardless of their pregnancy/maternity (including paternity leave) status

69 26 4

1

Total Responses

1342

Positive95 %

Q6‐6g The University respects people equally regardless of their race or ethnic background

70 26 3

1

Total Responses

1340

Positive96 %

Q6‐6h The University respects people equally regardless of their religion or belief (or lack of)



Page 25



71 26 3

1

Total Responses

1336

Positive97 %

Q6‐6i The University respects people equally regardless of their sexual orientation


11 89

Total Responses

1391

Positive89 %

Q6‐7 Have you felt discriminated against at work in the last 12 months?

% No% Yes


Page 26



20 80

Total Responses

147

Positive80 %

Q6‐8 Which factor(s) was the discrimination based on? Age (Based on respondents who answered "Yes" to Q6‐7)

9 91

Total Responses

147

Positive91 %

Q6‐8 Which factor(s) was the discrimination based on? Caring responsibilities (children or dependent adults) (Based on respondents who answered "Yes" to Q6‐7)

16 84

Total Responses

147

Positive84 %

Q6‐8 Which factor(s) was the discrimination based on? Disability status (Based on respondents who answered "Yes" to Q6‐7)

24 76

Total Responses

147

Positive76 %

Q6‐8 Which factor(s) was the discrimination based on? Sex (Based on respondents who answered "Yes" to Q6‐7)

2 98

Total Responses

147

Positive98 %

Q6‐8 Which factor(s) was the discrimination based on? Gender identity (Based on respondents who answered "Yes" to Q6‐7)

2 98

Total Responses

147

Positive98 %

Q6‐8 Which factor(s) was the discrimination based on? Marital /civil partnership status (Based on respondents who answered "Yes" to Q6‐7)

5 95

Total Responses

147

Positive95 %

Q6‐8 Which factor(s) was the discrimination based on? Pregnancy, Maternity or Paternity (Leave) status (Based on respondents who answered "Yes" to Q6‐7)

% No% Yes


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20 80

Total Responses

147

Positive80 %

Q6‐8 Which factor(s) was the discrimination based on? Part‐time working (Based on respondents who answered "Yes" to Q6‐7)

3 97

Total Responses

147

Positive97 %

Q6‐8 Which factor(s) was the discrimination based on? Political conviction / trade unionism (Based on respondents who answered "Yes" to Q6‐7)

21 79

Total Responses

147

Positive79 %

Q6‐8 Which factor(s) was the discrimination based on? Race or ethnic background (Based on respondents who answered "Yes" to Q6‐7)

9 91

Total Responses

147

Positive91 %

Q6‐8 Which factor(s) was the discrimination based on? Religion or belief (or lack of) (Based on respondents who answered "Yes" to Q6‐7)

31 69

Total Responses

147

Positive69 %

Q6‐8 Which factor(s) was the discrimination based on? Role/level in the organisation (Based on respondents who answered "Yes" to Q6‐7)

99

1

Total Responses

147

Positive99 %

Q6‐8 Which factor(s) was the discrimination based on? Sexual orientation (Based on respondents who answered "Yes" to Q6‐7)

10 90

Total Responses

147

Positive90 %

Q6‐8 Which factor(s) was the discrimination based on? Other, please specify below (Based on respondents who answered "Yes" to Q6‐7)

% No% Yes


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8 92

Total Responses

147

Positive92 %

Q6‐9 Was the person responsible: more junior than you (Based on respondents who answered "Yes" to Q6‐7)

60 40

Total Responses

147

Positive40 %

Q6‐9 Was the person responsible: more senior than you (Based on respondents who answered "Yes" to Q6‐7)

17 83

Total Responses

147

Positive83 %

Q6‐9 Was the person responsible: at the same level as you (Based on respondents who answered "Yes" to Q6‐7)

21 79

Total Responses

147

Positive79 %

Q6‐9 Was the person responsible: can’t say (Based on respondents who answered "Yes" to Q6‐7)

% No% Yes


Page 29


7: Your Work Experience

53 38 7 2

Total Responses

1404

Positive91 %

Q7‐1 I can decide on my own how to go about doing my work

51 35 10 4

Total Responses

1391

Positive86 %

Q7‐2 I feel I have the opportunity to use my professional expertise/skills to contribute to the University

49 31 14 6

Total Responses

1391

Positive80 %

Q7‐3 I am satisfied with the support I get from my line manager

52 39 8 2

Total Responses

1393

Positive90 %

Q7‐4 I am satisfied with the support I get from my work colleagues

9 22 38 31

Total Responses

1382

Positive69 %

Q7‐5 Relationships at work are strained

12 24 40 24

Total Responses

1386

Positive64 %

Q7‐6 I am unable to handle all the conflicting demands on my time at work

24 29 29 18

Total Responses

1383

Positive48 %

Q7‐7 I am required to do unimportant tasks which prevent me completing more important ones

30 34 19 17

Total Responses

1384

Positive64 %

Q7‐8 I am able to take regular breaks on most days



Page 30



6 28 58 9

Total Responses

1400

Positive9 %

Q7‐9 I feel stressed at work

% Never% Always % Frequently % Occasionally

30 70

Total Responses

1229

Positive70 %

Q7‐10 Overall, I feel unduly stressed at work (Based on respondents who answered "Always", "Frequently" and "Occasionally" to Q7‐9)

% No% Yes

79 21

0

Total Responses

365

Q7‐11 Is this due to: (Based on respondents who answered "Yes" to Q7‐10)

% Home % Work % Both


Page 31



22 78

Total Responses

365

Positive78 %

Q7‐12 What do you feel this is due to? Conflict with colleagues/team members (Based on respondents who answered "Work" and "Both" to Q7‐11)

40 60

Total Responses

365

Positive60 %

Q7‐12 What do you feel this is due to? Conflicting instructions (Based on respondents who answered "Work" and "Both" to Q7‐11)

20 80

Total Responses

365

Positive80 %

Q7‐12 What do you feel this is due to? Conflict with managers (Based on respondents who answered "Work" and "Both" to Q7‐11)

20 80

Total Responses

365

Positive80 %

Q7‐12 What do you feel this is due to? Insufficient feedback (Based on respondents who answered "Work" and "Both" to Q7‐11)

42 58

Total Responses

365

Positive58 %

Q7‐12 What do you feel this is due to? Insufficient resources (other than staff) (Based on respondents who answered "Work" and "Both" to Q7‐11)

67 33

Total Responses

365

Positive33 %

Q7‐12 What do you feel this is due to? Insufficient staff (Based on respondents who answered "Work" and "Both" to Q7‐11)

% No% Yes


Page 32



22 78

Total Responses

365

Positive78 %

Q7‐12 What do you feel this is due to? Insufficient training/development (Based on respondents who answered "Work" and "Both" to Q7‐11)

38 62

Total Responses

365

Positive62 %

Q7‐12 What do you feel this is due to? Lack of autonomy/independence (i.e. personal freedom to make decisions) (Based on respondents who answered "Work" and "Both" to Q7‐11)

19 81

Total Responses

365

Positive81 %

Q7‐12 What do you feel this is due to? Lack of support from colleagues (Based on respondents who answered "Work" and "Both" to Q7‐11)

31 69

Total Responses

365

Positive69 %

Q7‐12 What do you feel this is due to? )Lack of support from manager (Based on respondents who answered "Work" and "Both" to Q7‐11

50 50

Total Responses

365

Positive50 %

Q7‐12 What do you feel this is due to? Organisational change (Based on respondents who answered "Work" and "Both" to Q7‐11)

99

1

Total Responses

365

Positive99 %

Q7‐12 What do you feel this is due to? Too much autonomy/independence (Based on respondents who answered "Work" and "Both" to Q7‐11)

% No% Yes


Page 33



23 77

Total Responses

365

Positive77 %

Q7‐12 What do you feel this is due to? Unclear role (Based on respondents who answered "Work" and "Both" to Q7‐11)

17 83

Total Responses

365

Positive83 %

Q7‐12 What do you feel this is due to? Unconstructive feedback (Based on respondents who answered "Work" and "Both" to Q7‐11)

76 24

Total Responses

365

Positive24 %

Q7‐12 What do you feel this is due to? My workload (Based on respondents who answered "Work" and "Both" to Q7‐11)

72 28

Total Responses

365

Positive28 %

Q7‐12 What do you feel this is due to? Work demands (Based on respondents who answered "Work" and "Both" to Q7‐11)

16 84

Total Responses

365

Positive84 %

Q7‐12 What do you feel this is due to? Other, please specify (Based on respondents who answered "Work" and "Both" to Q7‐11)

% No% Yes


Page 34


8: Bullying and Harassment

3 97

Total Responses

1394

Positive97 %

Q8‐1 Are you CURRENTLY being harassed or bullied at work?

% No% Yes


Page 35



What is the harassment or bullying related to? (Based on respondents who answered "Yes" to Q8‐1)

Q8‐2

Age 5

Caring responsibilities (children or dependent adults)

2

Disability 5

Ethnicity/Race 10

Gender 5

Political conviction / trade unionism 5

Role/level in the organisation 44

Sexual Orientation 2

Other, please specify 22

%


Page 36



63 37

Total Responses

46

Positive37 %

Q8‐3 Who is the source(s)? A person/people from my team (Based on respondents who answered "Yes" to Q8‐1)

37 63

Total Responses

46

Positive63 %

Q8‐3 Who is the source(s)? A person/people from my Faculty/Directorate (not my team) (Based on respondents who answered "Yes" to Q8‐1)

20 80

Total Responses

46

Positive80 %

Q8‐3 Who is the source(s)? A person/people from a different Faculty/ Directorate (Based on respondents who answered "Yes" to Q8‐1)

13 87

Total Responses

46

Positive87 %

Q8‐3 Who is the source(s)? A student/students (Based on respondents who answered "Yes" to Q8‐1)

4 96

Total Responses

46

Positive96 %

Q8‐3 Who is the source(s)? A person/people from outside the University (e.g. the public) (Based on respondents who answered "Yes" to Q8‐1)

11 89

Total Responses

46

Positive89 %

Q8‐4 How would you describe the person/people responsible? More junior than you (Based on respondents who answered "Yes" to Q8‐1)

17 83

Total Responses

46

Positive83 %

Q8‐4 How would you describe the person/people responsible? At the same level as you (Based on respondents who answered "Yes" to Q8‐1)

% No% Yes


Page 37



72 28

Total Responses

46

Positive28 %

Q8‐4 How would you describe the person/people responsible? More senior than you (Based on respondents who answered "Yes" to Q8‐1)

13 87

Total Responses

46

Positive87 %

Q8‐4 How would you describe the person/people responsible? Can’t say (Based on respondents who answered "Yes" to Q8‐1)

52 48

Total Responses

46

Positive48 %

Q8‐5 What form does this harassment and bullying take? Excessive criticism (Based on respondents who answered "Yes" to Q8‐1)

43 57

Total Responses

46

Positive57 %

Q8‐5 What form does this harassment and bullying take? Hostility (Based on respondents who answered "Yes" to Q8‐1)

100

0

Total Responses

46

Positive100 %

Q8‐5 What form does this harassment and bullying take? Inappropriate physical contact (Based on respondents who answered "Yes" to Q8‐1)

11 89

Total Responses

46

Positive89 %

Q8‐5 What form does this harassment and bullying take? Offensive behaviour (Based on respondents who answered "Yes" to Q8‐1)

57 43

Total Responses

46

Positive43 %

Q8‐5 What form does this harassment and bullying take? Patronising language (Based on respondents who answered "Yes" to Q8‐1)

% No% Yes


Page 38



41 59

Total Responses

46

Positive59 %

Q8‐5 What form does this harassment and bullying take? Selective application of rules (Based on respondents who answered "Yes" to Q8‐1)

22 78

Total Responses

46

Positive78 %

Q8‐5 What form does this harassment and bullying take? Setting unrealistic deadlines (Based on respondents who answered "Yes" to Q8‐1)

39 61

Total Responses

46

Positive61 %

Q8‐5 What form does this harassment and bullying take? Singled out for unfair treatment (Based on respondents who answered "Yes" to Q8‐1)

37 63

Total Responses

46

Positive63 %

Q8‐5 What form does this harassment and bullying take? Threats about job security (Based on respondents who answered "Yes" to Q8‐1)

43 57

Total Responses

46

Positive57 %

Q8‐5 What form does this harassment and bullying take? Unwelcome looks or remarks (Based on respondents who answered "Yes" to Q8‐1)

7 93

Total Responses

46

Positive93 %

Q8‐5 What form does this harassment and bullying take? Other, please specify below (Based on respondents who answered "Yes" to Q8‐1)

% No% Yes


Page 39


9: DMU Culture and Values

47 45 7 2

Total Responses

1383

Positive92 %

Q9‐1 I feel the University delivers good quality service to students and others

56 37 6

1

Total Responses

1384

Positive93 %

Q9‐2 I feel my Department delivers good quality service to students and others

51 38 9 2

Total Responses

1381

Positive89 %

Q9‐3 I feel proud to work for the University

54 34 10 3

Total Responses

1367

Positive87 %

Q9‐4 I feel proud to work for my Faculty/Directorate


71 10

Total Responses

1374

Positive71 %

Q9‐5 Would you recommend the University to a friend as a place to work?

% No% Yes


Page 40


10: Leadership

29 38 10 8 15

Total Responses

1360

Positive67 %

Q10‐1 The University’s Executive Board manage and lead the University well

40 42 7 4 8

Total Responses

1367

Positive82 %

Q10‐2 The University’s Executive Board set out a clear vision of where the organisation is headed

44 35 5 4 11

Total Responses

1355

Positive80 %

Q10‐3 The University’s Executive Board build strong, positive relationships with the community

38 37 12 6 7

Total Responses

1359

Positive75 %

Q10‐4 My Faculty/Directorate Senior Management Team manage and lead the Faculty/Directorate well

36 36 15 7 7

Total Responses

1365

Positive72 %

Q10‐5 My Faculty/Directorate Senior Management Team set out a clear vision of where the Faculty/Directorate is headed

37 37 10 6 10

Total Responses

1355

Positive74 %

Q10‐6 My Faculty/Directorate Senior Management Team support new ideas for improving services for students and others

27 34 19 12 8

Total Responses

1363

Positive61 %

Q10‐7 My Faculty/Directorate Senior Management Team listen to and respond to the views of staff

41 42 7 4 6

Total Responses

1366

Positive83 %

Q10‐8 My Faculty/Directorate Senior Management Team are focused on meeting the needs of students/others

% Disagree % Don't know% Agree % Tend to Agree % Tend to Disagree


Page 41


11: Communication

26 49 20 5

Total Responses

1370

Positive76 %

Q11‐1 On the whole, communication in the University is effective

28 47 18 6

Total Responses

1374

Positive76 %

Q11‐2 On the whole, communication within my Faculty / Directorate is effective

24 39 27 10

Total Responses

1350

Positive62 %

Q11‐3 There are opportunities for me to feed my views upwards in the University

18 35 29 17

Total Responses

1348

Positive53 %

Q11‐4 I am confident my ideas or suggestions will be listened to



Page 42


12: Managing Change

48 28 6 19

Total Responses

1384

Positive48 %

Q12‐1 The current pace of change in the University is:

% Too slow % No Opinion% About right % Too fast

21 41 26 11

Total Responses

1329

Positive63 %

Q12‐2 Generally change within the University is managed well

23 43 25 9

Total Responses

1336

Positive65 %

Q12‐3 Generally change within my Faculty/Directorate is managed well

26 38 25 12

Total Responses

1338

Positive64 %

Q12‐4 I have sufficient opportunities to question managers about change at work

17 36 32 15

Total Responses

1340

Positive53 %

Q12‐5 When changes are made at work, I am clear how they will work out in practice



Page 43


13: Comments

Please note below one thing that you feel could be IMPROVED at the UniversityQ13‐1

What theme would you say your comment is related to? Please select a theme for your comment

Communication 12

Facilities/Environment 7

Feeling Valued/Supported 13

Job Satisfaction 5

Job Security 3

Management ‐ Immediate/Local 8

Pay & Benefits 5

Relationships/Co‐operation 4

Role & Responsibilities 8

Senior Management 16

Student/Service User Satisfaction 3

Training, development & progression 6

Other 10

%


Page 44


13: Comments

Please note below one thing that you think is GOOD about working for the UniversityQ13‐2

What theme would you say your comment is related to? Please select a theme for your comment

Communication 2

Facilities/Environment 7

Feeling Valued/Supported 12

Job Satisfaction 21

Job Security 2

Management ‐ Immediate/Local 3

Pay & Benefits 9

Relationships/Co‐operation 15

Role & Responsibilities 4

Senior Management 5

Student/Service User Satisfaction 7

Training, development & progression 4

Other 10

%


Page 45


14: About You

In which Faculty/Directorate and department/division are you based?Q14‐1

Estates and Commercial Services 10

Executive, Governance and Legal Services 1

Faculty of Art, Design and Humanities 11

Faculty of Business and Law 9

Faculty of Health and Life Sciences 19

Faculty of Technology 10

Finance 4

Information Technology & Media Services 7

Library & Learning Services 6

Marketing & Communications 3

People and Organisational Development 3

Research, Business & Innovation 2

Strategic and International Partnerships 4

Strategic Planning Services 1

Student & Academic Services 10

%

Estates and Commercial Services

Campus Services ‐ Cleaning 56

Campus Services ‐ Post & Porterage 2

Campus Services ‐ Leisure & Conference 8

Central Management/Projects 6

Estates Management (inc. Accommodation Office)

8

Maintenance 7

Security 11

None of the above 2

%


Page 46


14: About You


Faculty of Art, Design and Humanities

Faculty of Art, Design and Humanities ‐ Faculty Support

17

Leicester School of Architecture 3

School of Arts 23

School of Design 35

School of Humanities 20

None of the above 2

%

Faculty of Business and Law

Faculty of Business and Law ‐ Faculty Support 17

Department of Accounting & Finance 12

Department of Human Resource Management 5

Department of Politics & Public Policy 14

Department of Strategy, Management & Marketing

27

School of Law 23

None of the above 3

%

Faculty of Health and Life Sciences

Faculty of Health and Life Sciences ‐ Faculty Support

20

Leicester School of Pharmacy 20

School of Allied Health Sciences 14

School of Applied Social Sciences 17

School of Nursing and Midwifery 26

None of the above 3

%


Page 47


14: About You


Faculty of Technology

Faculty of Technology ‐ Faculty Support 16

Leicester Media School 31

School of Computer Science & Informatics 27

School of Engineering and Sustainable 24

None of the above 3

%

Finance

Financial Services (inc. Payroll, Income, Payments and Treasury)

48

Financial Planning, Reporting and Taxation (inc. Reporting, Planning, Performance and Taxation)

33

Procurement and Admin (inc. Exec Admin) 17

None of the above 2

%

Information Technology & Media Services

25

15

22

24

Information Systems & Development

Infrastructure & Architecture

Programmes, Planning & Governance

Service Management & Operations

None of the above 14

%

Library & Learning Services

Academic Liaison & Administration 35

Archive & Resource Management 29

Centre for Learning & Study Support; Enhancing Learning through Technology; and

Maths Learning Centre

11

User Experience 20

None of the above 5

%


Page 48


14: About You


Marketing & Communications

Communications 18

Student Recruitment (inc. Market Insight) 61

Corporate Marketing & Web and Digital 13

None of the above 8

%

People and Organisational Development

Human Resources (inc. Equality & Diversity, Occupational Health, and Health & Safety)

69

Organisational Development 28

None of the above 3

%

Research, Business & Innovation

Research, Business & Innovation 100

%

Strategic and International Partnerships

Strategic Partnerships (inc. Academic Partnership Unit, Alumni, #DMUglobal, Events,

Sports, Music, Square Mile)

72

International Office (inc. Confucius Institute) 24

None of the above 4

%

Student & Academic Services

Academic Services 17

Academic Quality and Academic Support Office 11

Admissions 23

Careers & Employability 24

Student & Academic Services ‐ Student Welfare 17

None of the above 8

%


Page 49


14: About You

Do you work at the University:Q14‐2

Full Time 74

Full Time, Term Time Only 1

Part Time 23

Part Time, Term Time Only 2

%

Is your contract for your current role:Q14‐3

Permanent/Open ended 91

Fixed Term or Temporary 9

%

Which staff category do you belong to?Q14‐4

Senior Staff ‐ Academic 11

Academic ‐ Professor 3

Academic ‐ Research only 1

Academic ‐ All other academic roles 21

Part‐time Hourly Paid Lecturer 3

Senior Staff ‐ Professional Services 6

All other Professional Services roles 55

%

Do you have management responsibility for staff?Q14‐5

Yes 26

No 74

%


Page 50


14: About You

How long have you worked at the University?Q14‐6

Less than 1 year 11

1 ‐ 5 years 26

6 ‐ 10 years 25

11 ‐ 20 years 28

21+ years 10

%

Are you:Q14‐7

Male 42

Female 58

%

Is your gender identity the same as that assigned at birth?Q14‐8

Yes 94

No, I am transgender <1

Prefer not to say 6

%

What is your age?Q14‐9

21 ‐ 30 years 10

31 ‐ 40 years 22

41 ‐ 50 years 28

51 ‐ 60 years 23

61 ‐ 65 years 4

66 years and over 1

Prefer not to say 11

%


Page 51


14: About You

DISABILITY ‐ Do you consider yourself to be disabled within the definition of the Equality Act 2010?

Q14‐10

Yes 7

No 85

Prefer not to say 8

%

SEXUAL ORIENTATION ‐ I would describe myself as:Q14‐11

Bisexual 2

Gay Man 2

Lesbian 1

Heterosexual 80

Other 1


%


Page 52


14: About You

ETHNICITY ‐ Do you consider yourself to be?Q14‐12

Bangladeshi <1

Black African 1

Black Caribbean 1

Chinese <1

Indian 8

Pakistani 1

Other Asian background 1

Other Black Background <1

White British 68

White Irish 2

White and Black Caribbean <1

White and Black African <1

White and Asian <1

Other mixed background 1

Any other ethnic origin 3


%


Page 53


14: About You

RELIGIOUS BELIEF ‐ How would you describe your religious belief or affiliation?Q14‐13

Agnostic 5

Atheist 8

Baha'i <1

Buddhist <1

Christian 33

Hindu 4

Jewish <1

Muslim 3

Pagan <1

Sikh 2

Other religious belief 2

No religious belief 25


%


Page 54

Documents

University Wide Report quality survey, and · University‐Wide Report De Montfort University Staff Engagement Survey 2015 Background In November 2015, De Montfort University launched