2015 biotech-employee-opinion-results

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Employee Opinion of the Biotech Workplace

Biotechnology Focus Employee Opinion Survey Results

October 2015


•  This online survey is independently administered by Stratford Managers Corporation, a leading management consulting firm.

•  As a benefit of participation, we are pleased to provide you a snapshot of the results for the survey items that measure organizational performance in four key dimensions.

•  Thank you for participating!


Thank&you&for&par-cipa-ng&in&the&2015&Employee&Opinion&of&the&Biotech&Workplace&organiza-on&survey,&coAsponsored&by&

Biotechnology&Focus&and&StraFord&Managers&


Participation and geographic breakdown •  158 responses from employees in 8 provinces/territories were received. •  More than half of the survey respondents were from Ontario.


21%"

9%"

8%"

8%"2%"

43%"

9%"Organiza-on&Type&

Biotech"Biopharma"Medical"Device"Clinical"Research"Organiza@on"Clinical"Manufacturer"Organiza@on"Other"Prefer"not"to"say"

11%"

9%"7%"

4%"52%"

17%"1%"

0%"0%"0%"0%"0%"1%"

Bri@sh"Columbia"Alberta"

Saskatchewan"Manitoba"Ontario"Quebec"

New"Brunswick"Nova"Sco@a"

Prince"Edward"Newfoundland"

"Yukon"Northwest"Nunavut"

0%" 10%" 20%" 30%" 40%" 50%" 60%"

Province&or&Territory&



•  Organizations are scored on four key indices.

•  Performance in each index is a score out of 100 points. –  80-100 is excellent

performance –  60-79 is strong

performance –  40-59 is fair performance –  39-0 is poor performance

•  The relative performance of each index should drive organizational effort.

Job&Clarity&Understand"job"requirements"and"how"employees"contribute"to"organiza@onal"

success.""

Organiza-onal&Climate&Design"aspects"of"the"organiza@on"and"job"

that"empower"employees"to"be"most"effec@ve.""

Visionary&Leadership&Focus"effort"and"develop"commitment"toward"achieving"the"organiza@on's"

mandate.""

Recogni-on&and&Reward&Acknowledge"employee"dedica@on"and"

contribu@on"using"available"organiza@onal"resources.""


Employee Opinion of the Biotech Workplace Index Performance

Job&Clarity& Organiza-onal&Climate&

Recogni-on&and&Reward& Visionary&Leadership&

77& 72&

67& 71&Strong&Perform

ance&

Strong&Perform

ance&

Strong&Perform

ance&

Strong&Perform

ance&


Job Clarity Index

Employee Opinion of the Biotech Workplace Response by Index

42%"

47%"

61%"

75%"

81%"

84%"

24%"

22%"

20%"

12%"

12%"

9%"

15%"

19%"

11%"

7%"

4%"

1%"

8%"

5%"

2%"

4%"

11%"

8%"

6%"

2%"

2%"

4%"

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

Q11."Informa@on"and"knowledge"are"shared"openly"within"this"organiza@on."

Q10."We"have"indicators"that""measure"the"performance"of"my"team."

Q12."I"have"the"informa@on"I"need"to"make"decisions"about"my"work."

Q8."I"know"what"is"expected"of"me"at"work."

Q9."I"understand"how"my"work"directly"contributes"to"the"overall"success"of"the"organiza@on."

Q13."I"can"generally"decide"for"myself"the"best"way"to"get"my"work"done."""""""""""""""""

Strongly"agree"(6]7)" 5" 4" 3" Strongly"disagree"(1]2)"N=145"


Organizational Climate Index


42%"

53%"

53%"

56%"

63%"

64%"

23%"

18%"

24%"

20%"

23%"

15%"

16%"

14%"

9%"

11%"

5%"

10%"

10%"

7%"

9%"

5%"

2%"

3%"

8%"

7%"

4%"

8%"

7%"

8%"

0%" 10%" 20%" 30%" 40%" 50%" 60%" 70%" 80%" 90%" 100%"

Q15."I"receive"construc@ve"feedback"from"my"manager"that"helps"me"improve"my"contribu@on"at"work.""

Q23."I"am"encouraged"to"openly"and"honestly"communicate"my"views"at"work."

Q24."I"am"provided"with"the"resources"(tools,"technology"and"processes)"needed"to"fulfill"the"responsibili@es"of"my"job."

Q3."Knowing"what"I"know"now,"I"would"apply"to"work"here"again."

Q22."This"organiza@on"cares"about"the"health,"safety"and"well"being"of"its"employees"while"at"work."

Q14."I"am""encouraged"to"make"sugges@ons"to"improve"our"work"processes."""""""""""""""



Reward and Recognition Index


41%"

42%"

44%"

47%"

53%"

56%"

28%"

22%"

17%"

26%"

17%"

20%"

9%"

10%"

13%"

14%"

14%"

14%"

9%"

12%"

8%"

6%"

7%"

2%"

12%"

13%"

17%"

7%"

9%"

7%"

0%" 10%" 20%" 30%" 40%" 50%" 60%" 70%" 80%" 90%" 100%"

Q18."I"feel"that"my"hard"work"and"contribu@ons"are"recognized."

Q19."I"am"compensated"fairly"based"on"my"performance"and"contribu@on."

Q17."This"organiza@on"invests"in"my"con@nuous"learning"and"development."

Q16.""I"am"encouraged"to"con@nually"develop"my"skills."

Q20."I"am"sa@sfied"with"the"benefit"plans"that"are"offered"or"available."

Q21."This"organiza@on"provides"flexibility"that"enables"me"to"balance"between"work"and"non]work"ac@vi@es."



Visionary Leadership Index


43%"

43%"

52%"

54%"

60%"

72%"

15%"

14%"

24%"

23%"

20%"

16%"

14%"

20%"

10%"

10%"

8%"

9%"

14%"

9%"

7%"

6%"

6%"

15%"

14%"

7%"

8%"

6%"

2%"

0%" 10%" 20%" 30%" 40%" 50%" 60%" 70%" 80%" 90%" 100%"

Q5."In"this"organiza@on,"senior"management"provides"great"leadership."

Q6."I"am"confident"that"senior"managerment"strategies"will"help"the"organiza@on"achieve"success."

Q4."I"believe"strongly"in"the"organiza@on’s"vision"and"values."

Q2."I"would"recommend"my"company"as"an"employer"to"a"friend."

Q1."I"feel"a"strong"sense"of"belonging"to"this"organiza@on."

Q7."Our"organiza@on"provides"value"to"the"public/community."



Respondent demographics


2%"2%"

22%"

67%"

2%" 5%"Job&Level&

Entry"Level"Junior"Level"Intermediate"Level"Senior"Level"Don’t"know"Prefer"not"to"say"

5%"

15%"5%"7%"8%"

1%"2%"

33%"2%"

0%"5%"

3%"10%"

4%"

Clinical"Research"Research"

Regulatory"Affairs"Business"Development"

Administra@on"Quality"Assurance"

Manufacturing"Management"

Intellectual"Property"(IP)"MIS/IT"

Marke@ng"and"Sales"Product"and"Customer"

Other"Prefer"not"to"say"

0%" 10%" 20%" 30%" 40%"

Role&Type&




2%"2%"

22%"

67%"

2%" 5%"Job&Level&

Entry"level"Junior"level"Intermediate"level""Senior"level"Don't"know"Prefer"not"to"say"

19%"

17%"

11%"18%"

30%"

2%" 3%"Organiza-on&Size&

1"to"9"employees"10"to"49"employees"50"to"99"employees"100"to"499"employees"500"employees"or"more"Don’t"know"




1%" 5%"

43%"

40%"

7%"4%"

Age&Group&

18]24"years"old"25]34"years"old"35]49"years"old"50]64"years"old"65+"years"old"Prefer"not"to"say"

13%"

17%"

24%"

18%"

7%"

19%"

2%"Tenure&with&Current&Organiza-on&

Less"than"2"years"2"to"5"years"6"to"10"years"11"to"15"years"16"to"20"years"Over"20"years"Prefer"not"to"say"


Top Employee Engagement Drivers •  19 different organizational activities were reported as being important to

employees. •  The top 5 most important engagement activities are reported as below.


23%"

23%"

26%"

27%"

35%"

Challenge"employees"with"greater"responsibility"or"increasing"variety"of"

their"tasks"

Rewards"for"performance"

Professional"development"opportuni@es"

Strong"leadership"from"senior"management"

Flexible"work"schedules"

0%" 5%" 10%" 15%" 20%" 25%" 30%" 35%" 40%"


Organizational Insights •  Job Clarity Index

–  Index increases with organization tenure, indicating an improved awareness of job impact to organizational success and improved capability to use judgment to complete work at the expected level of contribution.

–  Index is strongest in organizations with less than 100 employees alluding to increased access to relevant information for their work and more awareness of the direct impact of individual contribution to organization success.

•  Organization Climate Index –  Index is weaker for employees in the 6-10 year tenure range, indicating a point where employees are

increasing their expectation of their organizations (more involvement, more feedback, better tools). This is after years 1-5 where employees are still learning, and followed by tenure of 11 or more years where employees have ‘settled in’ and their organization expectations have plateaued.

•  Recognition and Reward Index –  Index is consistent across all age and tenure categories, however senior level employees with greater than

15 years of experience report strongest results. This likely indicates improved awareness of the job marketplace and comparative factors.

–  Performance of this index is significantly weaker for employees in Manufacturing roles, possibly indicating less satisfaction with personal development opportunities and less recognition for contribution.

•  Visionary Leadership Index –  Performance of this index is weaker in organizations with more than 100 employees, likely indicating an

increased expectation of senior leadership to drive organizational success. This is aligned with employees having relatively less awareness of their own contribution to organization success noted in the job clarity index.



Dean Fulford VP HR Consulting

613.791.9425 [email protected]

Janet Leclair Senior HR Consultant 647.294.3201 [email protected]

60"George"Street,"Suite"205,"Okawa"ON"K1N"1J4"www.stralordmanagers.com"

Take Action Communicate results then use the Employee Engagement Tips to develop action plans that will positively impact your organization. Get HR Support If your organization needs help to develop a human resource strategy that is business-impacting, we can help! Develop Additional Insight Contact Stratford Managers if you would like: •  To see how your performance compares with the Sector; complete a

Biotechnology High Performer organizational survey for your full organization. •  To understand employee engagement more deeply and validate the key drivers

of engagement in your organization. •  Support to develop, deliver and report progress against action plans in your

organization.

Leadership & Management

2015 biotech-employee-opinion-results