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Yale University
2004 Yale Workplace Survey Pilot
Finance and AdministrationSenior Leadership Meeting, February 2005
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Presentation Outline
Rationale for survey
Survey response rates and demographics
Indexes
Sample detail for four indexes
Summary
(About 25 slides)
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The context and rationale for the survey
Yale does not generally have problems attracting and retaining employees
But what about employee engagement and job satisfaction? These are critically linked to improving the performance of Yale’s workforce.
The survey was administered in 5 units – Drama, F&A, ITS-Med, Development, Libraries. Towers Perrin provided consultation services for the project.
Objectives… Understand the drivers of engagement and satisfaction Help supervisors and managers improve the efficiency and effectiveness of work
in their units Improve training Inform and prioritize key organizational development initiatives Help the HR function optimize the programs, policies and procedures of the
University.
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Overall the survey had a response rate of 56%
Administered October 18 to 29, 2004
Responses were: Online surveys: 1491 Paper surveys: 198 Total submitted: 1689 455 employees included a written response to the open-ended question
Overall, the results are 99% reliable with a margin of error of +/- 1 percentage points
KEY POINT: The survey is a starting point for discussion – it should lead you to more questions and more dialogue with your staff and each other. Each question is open to multiple interpretations.
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Demographics of Survey Respondents by Gender
Gender
Sample Overview
0%
10%
20%
30%
40%
50%
60%
Women Men
PoolRespondents
56%51% 49%
44%
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0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
M&P C&T S&M Faculty Casual Other
Pool
Respondents
Survey Responses by Job Category
Sample Overview
Job Category
41 %
56%
25%
28%
33%
10%
1%3%
0% 1% 0% 2%
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Survey Responses by Race
Sample Overview
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
70.00%
80.00%
White African American Latino/ Hispanic
Asian Bi Racial/MultiRacial
NativeAmerican/Pacific
Islander
Other
Pool Respondents
68%
78%
25%
13%
2% 2%
3%
4%
0%
1%
0%0%
2% 2%
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For ease of interpretation, we have collapsed survey scores into three categories: Agree, Neutral, Disagree
Consistent with standard practice, the five-point scale was collapsed into a three-point scale (Agree, Neutral, and Disagree); this three-part scale is used in the graphs and in the data table reports in the appendix. In some cases, we may refer to responses as favorable (% agree) or unfavorable (% disagree).
We also collapsed other five-point scale responses. The following table summarizes: Agree Neutral Disagree
% Agree/Better % Neutral/Same % Disagree/Worse
Strongly Agree
5
Agree
4
Neutral
3
Disagree
2
Disagree
1
For the Better
5
Somewhat for the Better
4
Staying the Same
3
Somewhat for the Worse
2
Somewhat for the Worse
1
Better
5
Somewhat Better
4
About the Same
3
Somewhat Worse
2
Worse
1
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And now…the data. But first, a few words of praise about the survey and our communication efforts overall
Employees appreciate that Yale is asking about the workplace…. I am very pleased with this survey, we should do this every year. Thank you. Thank you so much for asking us how we feel. Keep up the good work and keep listening to the worker’s ideas. Good luck with
this survey. All in all, I want to say congratulations on this ambitious project. Thanks for
providing a new forum and for the opportunity to be heard. Opinions and ideas are being asked of employees but there is no evidence of
actions being taken on many issues...merely discussion...although that is a start! Bravo to the leadership and their staff...I wish only the best outcome of the many surveys and opportunities given to voice opinions.
It will be interesting to see the survey results in coming years compared to this year's baseline answers. Thank you so much for asking us how we feel.
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13 Categories Emerged
Engagement
Unit Effectiveness
Inter-Unit Effectiveness
Work Processes
Decision Making
Ability to Do the Job
Accountability
Supervisory Effectiveness
Pay/Benefits
Programs/Policies
Diversity/Fairness
Future Confidence
Need for Change
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Index Summary
3.53.3
3.63.63.63.63.83.83.8
4.1
3.8
2
2.5
3
3.5
4
4.5
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Let’s look at a few
Need for change (4.1)
Diversity (3.6)
Supervisory Effectiveness (3.6)
Accountability (3.3)
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Unequivocally, there’s a belief that processes and systems must improve to ensure Yale’s long-term success, and that fostering cooperation between the union and leadership is crucial
Need for Change
The majority of employees across all responding groups believe there is a need for change at Yale whether You’ve been here five years (63%fav) or more than 21 years (68%fav) You’re leadership (100%fav) or work in Fac. Ops. Central (68%fav) or HR
(77%fav) You’re white (65%fav) or black (74%fav) You work in Central (68%fav) or Off-campus (80%fav) You’re male (65%fav) or female (67%fav)
30. In order to ensure the long-term success of the University, it is important for us to continually improve our work processes and systems.
31. Fostering a strong sense of cooperation between the union leadership and management is critical to the future success of the University.
32. I believe there is a need for change at Yale.
Agree Neutral Disagree
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NEED FOR CHANGE: Respondents tell us labor relations must improve and be a priority…
The PRIMARY reason I dislike working at Yale has to do with the Union-related issues. I am very uncomfortable with the relationship between the Union and Yale, and the rifts among staff members within and among various departments at Yale which affect work relationships, work output, and prevent a psychologically healthy work environment. I find the hatred among staff here at Yale due to Union issues to be very upsetting, disruptive, and makes me NOT recommend working at Yale to others.
I sincerely hope labor relations between Yale and the Union will improve. Our goals are the same - a safe, effective, and efficient workplace.
The University needs to make positive labor relations a priority. We should not have to strike for respect and dignity every contract year…The walls between us and them (Labor and Management) MUST be broken.
Given the history of labor relations at Yale, this survey, while no doubt prepared with very good intentions, is bound to be greeted with some skepticism. The manner in which responses are received, reported and acted on by University management will be absolutely crucial to the University's efforts to improve its labor relations at ALL levels. Good luck.
Need for Change
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Male 721
Female 917
The number of respondents across the different groups
Note: A small number of employees put themselves in the “Other” category, because they do not like to categorize themselves
White – Non-Hispanic 1261
Black 204
Asian 62
Latino-Hispanic 34
Native Amer/Pacific Islander (less than 10)
Bi-racial/Multi-Racial 22
Other 37
Gender
Ethnicity
Diversity/Fairness
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The Diversity/Fairness Index includes the fair treatment of employees from all backgrounds and Yale’s sincere interest in its employees
Diversity/Fairness
11. Offensive behaviors (i.e. sexual harassment, discriminatory or insensitive remarks) are not tolerated in my work
environment.
12. I am treated fairly at Yale without regard to my race, ethnic background, gender, religion, disabilities or sexual orientation.
13. I have the same opportunity to succeed as peers/coworkers in similar roles at Yale University.
14. The University does a good job of hiring staff from diverse backgrounds.
Agree Neutral Disagree
15. I can go to a person of authority in the University to discuss inappropriate behaviors (e.g., offensive or discriminatory
comments) without fear of negative consequences to me.
16. The University does a good job of promoting staff from diverse backgrounds.
17. Yale has a sincere interest in the satisfaction and well-being of its employees.
O = 74%
O
E = 41%
E
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Yale Overall Mean = 3.6
Scores by race show distinct differences in opinion…
Highly Effective Less Effective
Overall, Men and Women do not have varying views on diversity issues. Males and Females both have scores of 3.6 on the Diversity/Fairness Index.
Diversity/Fairness
3.2
3.73.83.8
2.9
2
2.5
3
3.5
4
Latin
o/Hisp
anic
Asian
White
- Non
-Hisp
anic
Black
Bi-rac
ial/M
ulti-Rac
ial
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In order to maintain or improve employee opinions about Diversity/Fairness issues, Yale should ensure that employees believe…
During their employment at Yale, they have been treated fairly (Q22, 67%fav)
In general, workforce policies are administered fairly and consistently at Yale (Q64, 50%fav)
Yale is a good place to work (Q19, 78%fav)
When there is a job opening, the University fills the position with the most qualified person available (Q66, 34%fav)
In order to ensure the long-term success of the University, it is important for us to continually improve our work processes and systems (Q30, 93%fav)
Diversity/Fairness
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Supervisors are generally a good resource and encouraging
Supervisory Effectiveness
39. My supervisor is a good resource when I have work-related questions.
40. I am encouraged to make suggestions.
41. My roles and responsibilities have been clearly communicated to me.
42. My supervisor supports me in taking advantage of learning and development opportunities offered at Yale.
Agree Neutral Disagree
43. My supervisor leads by example.
44. I receive the information I need to do my job well.
45. My supervisor motivates me to do my best.
E = 52%
E
O = 48%
O
O = 61%O
O = 60%
O
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The majority of employees report they are recognized for doing good work, but scores decline around performance reviews and receiving career advice
Supervisory Effectiveness
As mentioned, managing work-related conflicts is related in employee minds to supervisors. This could mean that supervisors are seen as the ones who should be managing conflicts, and not the employees themselves.
46. I am recognized and appreciated for doing good work.
47. The feedback I receive from my supervisor on my work performance helps me to do my job better.
48. My supervisor has clearly communicated my performance goals to me.
49. I receive frequent informal feedback on how I'm doing in my job.
Agree Neutral Disagree
50. During the past year, my supervisor provided a thorough and thoughtful performance review.
51. Work-related conflicts and disagreements are managed openly and constructively in my unit.
52. My supervisor is effective at giving me advice about how I can plan and advance my career.
E = 47%
E
E = 39%
E
E = 47%
E
O = 60%
O
E = 45%
E
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Respondents believe they treat the people they serve with dignity and respect, but there seem to be some accountability issues
Accountability
The data and comments tell us that accountability levels could improve… The union does a poor job informing their members that they are held accountable
for their jobs and actions. For some time now upper management in our department always passes the
buck which is fine. But when it comes to recognition for it, it is like it's stolen from you and they take all the credit.
I feel that many departments at Yale "pass the buck", or don't follow through with jobs that are assigned to them.
Its time to hold the service and maintenance workers far more accountable for their productivity and costs of doing work.
5. At Yale, employees treat the people they serve with dignity and respect.
6. Employees at Yale are held accountable for the work they do.
7. Employees at Yale generally take responsibility for their actions and "don't pass the buck."
E = 66%
E
E = 46%
E
O = 56%
O
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By examining the drivers of the Accountability Index, we see that policies that are fair, and effective inter-departmental teamwork are the levers for change
Yale should ensure that employees believe Workforce policies are administered fairly and consistently at Yale (Q64, 50%fav) Departments at Yale work together effectively and cooperate (Q65, 36%fav) When there is a job opening, the University fills the position with the most
qualified person available (Q66, 34%fav)
Accountability
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Strengths
This survey tells us that respondents in the pilot group … are engaged -- they find their work challenging and interesting; they would
recommend Yale as a good place to work Understand how the work they do contributes to the overall goals and objectives
of the University Believe they provide customers with high-quality service and treat the people they
serve with dignity and respect For the most part, feel that they have the tools and training to get their job done
during the day in a high-quality way Feel their supervisors are good resources for work-related questions and
encourage them to make suggestions Clearly value their benefits, especially paid-time off, health care and retirement
plans Are positive about the programs and policies of the University Agree that offensive behaviors are not tolerated and that they are treated fairly
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Areas in Need of Attention
Employees were less positive that… Yale views them as an essential part of the University’s long-term success Yale has a sincere interest in the satisfaction and well-being of its employees Departments work effectively together Employees take responsibilities for their actions and “don’t pass the buck” They are encouraged to seek new and smarter ways of working There are enough staff in their unit to meet the needs of the people they serve Supervisors provide advice on how to advance their career and give frequent
informal feedback
What is clear, with opinions consistent across all groups, is that employees believe In order to ensure the long-term success of the University, processes and
systems must continually improve Cooperation between union leadership and management is critical There is need for change at Yale
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Next steps
First: Respond to the findings in the short term Setting up a process of training managers and selected staff to use the data Communicating the findings Relating the data to the initiatives already in place Making and implementing plans
Second: Tackle the issues that matter most to the success of the University in the long term Improving the relationship with the union workforce Improving management and leadership skills Maintaining and raising the level of engagement Pursuing a clear course for change
Third: Follow up
Fourth: Prepare for the roll-out to the rest of the University in March
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THANK YOU!(28 slides will be credited to your PowerPoint frequent viewing account)