Biology

1. Biology Staff Survey 2014

2. Why we ran a staff survey • To see how things have changed since the last survey (2011) • To find out what’s working well and where further improvements can be made • To provide a true picture of employee opinion to help us plan for the future

3. What we asked… The survey sought your views on: • your work • communication • physical environment • work-life balance • health and wellbeing • managing and developing performance • learning and development • pay and benefits • your manager/ supervisor • leadership and change management • equality and diversity • perceptions of the University - from this we identified levels of Employee Engagement

4. Headline results Overall response rate Overall Employee Engagement Index 2014 target exceeded - St Leonard’s Hospice and Yorkshire Air Ambulance received combined donation of £5,348 • Increased from 76% in 2011 to 80% in 2014

5. Employee Engagement Index (EEI) What is Employee Engagement? Engaged employees can be described as those who Internal measure of employee advocacy, employee commitment and discretionary effort Stay Strive Say Are emotionally attached to the University / have a sense of belonging Are motivated to do their best for the University Speak positively of the University

6. Questions measuring engagement – University overall Employee engagement index: 80% Say Stay Strive

7. Engagement by discipline group High levels of engagement across all disciplines but staff in the Sciences most engaged

8. Engagement by staff group High levels of engagement across all staff groups but Management / Professionals most engaged and Facilities Support staff least

9. Engagement by grade High levels of engagement across all staff grades but Senior Management most engaged and staff on grades 1-2 least

10. Key findings for the University Highest scoring questions Lowest scoring questions I am clear about the standards of behaviour expected of me in my role – 96% Ifeel that poor staff performance is identified and dealt with appropriately in my department – 21% I like the kind of work I do – 92% I believe there is a clear career path available to me at the University - 32% I feel safe and secure in my working environment – 89% I feel that University level changes are usually managed well – 33% The SMG listens and responds appropriately to people’s views – 34% My work is interesting to me – 89% I am proud to work at the University – 89% How often have you experienced work-related stress in the past 12 months? 34% ‘Rarely or Never; 26% ‘Always’ or ‘Frequently’

11. Key findings for the University Most improved questions since 2011 Least improved questions since 2011 I believe that action will be taken in my Department in response to the results of this survey – up 23% How often have you experienced work-related stress in the past 12 months? 8% fewer said ‘Rarely or ‘Never’ 6% more said ‘Always’ or ‘Frequently’ I believe that the University is committed to excellence – up 19% The catering outlets on campus meet my needs - down 7% I believe that action will be taken in the University in response to this survey – up 18% Learning and development that I have had at the University has helped me to do my job more effectively – up 17% I feel my pay is fair for the work I do – down 3% I believe that the University has an international outlook – up 13% Note that increases or decreases reflect changes in percentage points not actual percentage changes.

12. Comparison to other UK Universities(surveyed by ORC International in the last 3 years) • My manager / Supervisor helps to motivate me to give my best • I feel that poor performance is identified and dealt with appropriately in my Department • Having the resources to work effectively • Satisfaction with pay and benefits package • Recommending the University as a great place to work and study • Satisfaction with physical working conditions • Proud to work for the University - self motivated to do and be the best • Belief that action will be taken in response to the staff survey • Job security, sense of belonging and desire to continue working here • Work that makes good use of skills and abilities • SMG managing and leading the University well and being open and honest in communications • Being kept informed of matters affecting you and having the freedom to work in a way that suits you • Managers recognising and acknowledging good work, treating staff with respect and providing regular and constructive feedback • Being clear about what you are expected to achieve and how this contributes to the success of the organisation 7% (2 questions) 10% (3 questions) 83% (24 questions)

13. C Staff Survey 2014 • Response rates risen • UoY 67% to 72% in 2014 • Biology 66% to 74% in 2014 • Employee engagement risen • UoY 76% to 80% in 2014 • Biology 81% to 83% in 2014

14. Highlights Comparison with Chemistry & Environment (rank order for Biology)

15. Lowlights • Comparison with Chemistry and Environment (rank order for Biology)

16. Key findings for our department Most improved questions since 2011 Least improved questions since 2011 • Learning and development that I have had at the University has helped me • to do my job more effectively • The catering outlets on campus meet my needs • I believe that action will be taken in the University in response to the • results of this survey • The social spaces on campus meet my needs • I believe that the University is committed to excellence • I feel that my Department does a good job of recognising and valuing staff • performance that exceeds expectations

17. My Work • Very high levels of job satisfaction reported by all staff, work is interesting and makes good use of skills and abilities • Academics highly challenged (100%) & motivated (91%) compared with administrators 59% & 69% respectively • 17% of researchers felt secure in their job vs 83% of academics & 33% of managerial/professional staff • 63% Strong sense of belonging to Dept. (researchers not so attached) • High levels of freedom to arrange work to suit needs reported by all staff

18. Communications • 83% managerial/professional staff & 72% ART staffs feel well informed about matters affecting them with lower scores for administrative (56%) and technical staff (52%) • 73% of all staff feel able to voice their opinions, males more so than females (83% vs 69%) but staff are less confident (57%) that their ideas and suggestions are taken into consideration • 59% are well informed about what’s happening at the University (managerial staff particularly positive)

19. Physical Environment • Physical working conditions scored highly across the board averaging 88% for ART staff and 83% for support staff • 61%/ of staff satisfied with catering outlets • 62% of staff satisfied with social spaces with greatest satisfaction shown by researchers and technical staff

20. Work Life Balance • Academic staff find it most difficult to achieve a work / life balance with 85% frequently having to work additional hours, other staff groups reported less than 40% • 83% managerial/professional staff are positive about policies & practices to help them achieve W/L balance vs 43% for academics & PT more positive than FT staff • 92% of staff agree that they can work flexibly with particular satisfaction amongst administrators and managerial/professional staff

21. Health & Wellbeing • 94% of staff have received sufficient H&S training and 90% feel that H&S is taken seriously in their section • 25% of staff have experienced work related stress in the last 12 months. It is highest for academics (47%) but occurs across all staff groups with men suffering slightly more than women • Not all stress is reported

22. Managing Performance • 90%+ staff have had a PR in the last 12 months and are clear about expectations of them in their job • 72% of staff valued the opportunity to have PR • 15% reported useful discussion outside PR (most negative were academics and technicians) • PR process better for reviewing strengths & achievements vs constructive feedback or L&D needs • 18% of staff (particularly researchers, technical staff and administrators) feel that poor performance is identified and dealt with effectively in Dept.

23. Learning & Development • 73% of academics are satisfied with a career path at the University in contrast with researchers where the figure is 0% and 17% for support staff. • 33% of staff feel their development needs are regularly reviewed but 50%+ have been on some form of training/CPD in the last 12 months provided/paid for by UoY • Staff are more positive that L&D opportunities help them in ‘role’ rather than with their career

24. Pay & Benefits • 61% of staff feel their pay is fair, with more positivity amongst part timers than full timers • 82% of staff feel UoY benefits package is good

25. Manager/Supervisor • Only 36% of staff feel their manager deals with poor performance effectively • Overall relations between manager/supervisor and subordinate in terms of honesty, communication, respect, recognition of a job done well and approachability is high

26. Leadership/Change • 80+% believe that the pace of change at UoY & Dept. level is about right • 39% feel that recent changes has been for the better at UoY level (46% at Dept. level) • 36% feel change has been well managed at UoY level (55% at Dept level) • 72% Dept SMT are good at managing & leading • Less than 40% of researchers, admin and technical staff feel they are consulted before changes affecting them are made

27. Equality & Diversity • High levels of satisfaction with regard to equal opportunities – commitment to EO(84%), commitment in recruitment (87%), commitment in training & development (85%), reducing to 73% for commitment in career progression/promotion • Evidence of discrimination (3%) and bullying and harassment (8%) some of which went unreported

28. Perceptions of the University • 91% of staff are proud to work at the University • 85% would recommend it as a good place to work • 91% would like to be here in 12 months • 67% of staff felt a strong sense of belonging to the University (m/f split 71% vs 66%) • 92% University committed to excellence • 83%University offers good service to students and service users

29. Timetable and next steps • May - June 2014- Staffcompleted survey • June -July 2014 - Reports prepared by ORC International • From July - Aug 2014 - Results communicated to departments and staff • From Sept 2014 - Action planning (University and Departments) • By March 2015 - Action plans shared with staff • Every 3 years - another survey to measure change over time (2017)