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Employee Survey 2009

Employee Survey 2009. Analysis of results and trends Comparison with the 2007 & 2005 survey July 2009. Executive Summary. 47% response rate is a significant improvement (07–38%, 05-36%) With very few exceptions, responses are better than 07 & 05

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Employee Survey 2009

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  1. Employee Survey 2009 Analysis of results and trends Comparison with the 2007 & 2005 survey July 2009

  2. Executive Summary • 47% response rate is a significant improvement (07–38%, 05-36%) • With very few exceptions, responses are better than 07 & 05 • For “I feel committed to both my role and RGU as an organisation” 89% agree (07 -86%, 05 -87%) A positive trend. • 85% agree RGU is a good place to work • Responses re management improved - however 1 in 4 are still negative • Key themes appear to be: • Re-affirming the need for consistent “good management practice” • Continued vigilance regarding equality and fair treatment, and HSE • Key recommendations are: • Results & action plan disseminated to staff – with progress updates • Further research into fair treatment by EDAG • Further research into development opportunities • Review of leadership and management training

  3. Content • Response rates • Background data • Analysis of responses and trends • Main Trends over 3 Surveys (2009, 2007 & 2005) • Comments • Recommendations • Next Steps

  4. 1. Response rates - number Response level at 47% is a significant improvement (2007–38%, 2005-36%) March 2009 = 717 total returns, representing 47% of employees • 110 people made a comment, representing 15.3% of respondents and 7% of employees Feb 2007 = 571 total returns, representing 38% of employees • 109 people made a comment, representing 19% of respondents and 7% of employees March 2005 = 542 total returns, representing 36% of employees • 107 people made a comment, representing 20% of respondents and 7% of employees

  5. 1. Response rates – arrival dates

  6. 2. Background Data 20072009 Male/Female: • Survey 35% / 65% 40% / 60% • RGU population 42% / 58% 41% / 59% Academic/Professional & Support: • Survey 38% / 62% 42% / 58% • RGU population 46% /54% 39% / 61% Full/Part-time • Survey 84% / 16% 83% / 17% • RGU population 66% / 34% 63% / 37% City Centre/Garthdee: • Survey 49% / 51% 36% / 64% • RGU population 45% / 55% 38% / 62%

  7. 2. Background Data – Ethnic Categories Ethnic category Survey 2009 RGU overall Asian or Asian British/Other 1.84 2.67 Black or Black British/Other 1.38 2.55 Chinese 0.92 1.76 White – British/Irish/Scottish/Other 94.78 90.06 Other Ethnic/Mixed Background 1.07 0.73 Not Known 2.24

  8. 3. Analysis of Responses & Trends • We can now consider both results and trends - as we now have 3 surveys with data for comparison • With very few exceptions, the responses are better than both the 2007 and 2005 surveys • The number of comments made was very similar to 2007 and 2005 • Throughout the analysis: • Agree includes SA=Strongly Agree, A=Agree and TA=Tend to Agree • Disagree includes TD=Tend to Disagree, D=Disagree and SD=Strongly Disagree • New Question= Question only introduced in 2009

  9. 3. Analysis of Responses & Trends The survey was broken down into sections: 3.1 Strategy and The Organisation Q 1-3, Q 20-26 3.2 My Role Q 4-7 3.3 My Development Q 8-10 3.4 My Manager Q 11-15 3.5 My Team Q 16-17 3.6 Equity & Fairness Q 18-19

  10. 3.1 Analysis of Responses & Trends - Strategy & The Organisation • Response to “I feel committed to both my role and RGU as an organisation”was up at 89% Agree (2007-86%, 2005-87%). A positive trend. SA is up 9%. Q25 • This was backed up by the response to the new question “I would recommend RGU as a good place to work” of 85%Agree. Q26 • Response to “I have confidence that RGU executive management are providing leadership towards achieving the RGU strategic vision "A Clear Future"”was up at 79% Agree (2007-77%, 2005- 77%) A slight positive trend TA-A-SA. Q20 • Responses to the new questions “I have a clear understanding of the goals and objectives of RGU” achieved 87% Agree and “I have a clear understanding of the goals and objectives of my school/department” achieved 86% Agree. Q1, Q2

  11. 3.1 Analysis of Responses & Trends – Strategy and The Organisation • 82% Agree that their health, safety and well-being is taken seriously by the university (2007-80%, 2005-77%). However, some concern that nearly. 1 in 5 don’t agree. Q24 • The new questions regarding client service 85% Agree we are meeting clients’ needs and 89% Agree we are providing an excellent client service. Q21, Q22. • 89% Agree that the university is making a positive effort to introduce environmentally friendly processes – another new question. Q23

  12. Q1. I have a clear understanding of the goals and objectives of RGU

  13. Q2. I have a clear understanding of the goals and objectives of my school/department

  14. Q3. I understand how my work contributes to the objectives of my school/department 2007 2005

  15. Q20. I have confidence that RGU executive management are providing leadership towards achieving the RGU strategic vision "A Clear Future" 2007 – are guiding 2005 – can guide

  16. Q21. I believe RGU is fully committed to meeting the needs of students, customers and clients

  17. Q22. I believe RGU is fully committed to providing an excellent service for students, customers and clients

  18. Q23. RGU is making a positive effort to introduce environmentally friendly processes

  19. Q24. RGU take my health, safety and wellbeing seriously 2007 2005

  20. Q25. I feel committed to both my role and RGU as an organisation 2007 2005 Balanced Scorecard measure – aim to maintain 60% or more “Strongly Agree + Agree”

  21. Q26. I would recommend RGU as a good place to work

  22. 3.2 Analysis of Responses & Trends – My Role • Generally people have a clear understanding how their work contributes to the overall school or department objectives 89% Agree (2007- 90% 2005 – 93%) and 87% Agree they have enough responsibility to make a contribution (2007–77%, 2005–84%). Q3, Q6 • There has been an improvement in the response to “I have a clear understanding of my job and role responsibilities” to 92% Agree (2007-87%, 2005-88%). And SA increased 20%. Q4 • There has also been an improvement over 2007 in the view that staff are able to manage their workload effectively at 86% Agree (2007-81%, 2005-87%). Q5 • Although we have changed the wording to be more focussed there does seem to be a significant improvement in the response to “I am satisfied with my involvement in decisions that affect my work” with 73% Agree (2007-58%, 2005-62%). Q7

  23. Q4. I have a clear understanding of my job and role responsibilities 2007 2005

  24. Q5. I am generally in control of my work and able to manage my workload effectively 2007 2005

  25. Q6. In my job I have enough responsibility to be able to make a significant contribution 2007 2005

  26. Q7. I am satisfied with my involvement in decisions that affect my work 2007: Regarding changes within my school or department, I feel an appropriate effort is made to involve me 2005 - Regarding changes within my school or department, I feelan appropriate effort is made to involve me, and the rationale for such changes has been explained to me

  27. 3.3 Analysis of Responses & Trends - My Development • The new question “I understand how my performance is judged” was 71% Agree. Q9 • The question “My manager gives me regular feedback on my performance” prompted a slightly better response at 67% Agree than 2007-65%, but worse than 2005–74%. Some concern here although in 2007 only 69% reported they had an OSCR during last 12 months. Q10 • With regard to development opportunities the results are still positive at 67% Agree, however this is less than 2007-68, 2005-77%. This is a worrying decline. Q8

  28. Q8. There are sufficient opportunities for personal and professional development 2007 2005

  29. Q9. I understand how my performance is judged

  30. Q10. My manager gives me regular feedback on my performance 2007 2005

  31. 3.4 Analysis of Responses & Trends - My Manager • 76% Agree (2007-71%) feel their manager communicates effectively with their team and a new question had 77% Agree their manager is an effective team leader. Some concern that 1 in 4 disagree. Q12, Q11 • Staff feel they can raise issues 75% A/SA (2007-79%) and have them addressed 79% Agree (2007-72%, 2005–78%). Positive trend A-SA however around 1 in 5 disagree. Q13, Q14 • 87% Agree they are treated by their manager in a fair and equitable way - a significant improvement (2007-75%, 2005-79%) and a healthy trend TA-A-SA. Q15 • These responses re management suggest that around a quarter of staff are unhappy with management. A concern that needs to be addressed

  32. Q11. My manager is an effective team leader

  33. Q12. My manager communicates effectively with our team 2007

  34. Q13. I feel I can discuss any issues or concerns with my manager 2007

  35. Q14. I feel that any issues or concerns I raise with my manager will be addressed 2007 2005 - I feel I can raise issues and concerns with my immediate manager and have them addressed

  36. Q15. I am treated in a fair and equitable way by my manager 2007 2005

  37. 3.5 Analysis of Responses & Trends - My Team • There is still an overwhelmingly positive response to “I enjoy working with my work colleagues” at 94% Agree although this is slightly down on the question in 2007-96% regarding working relationships in the workplace. Q17 • However, this is backed up by response to the question “I get the help and support I need from my work colleagues” with 91% Agree (2007-90%). Q16

  38. Q16. I get the help and support I need from work colleagues 2007

  39. Q17. I enjoy working with my work colleagues 2007 - In general I feel I have good relationships with the people I work with

  40. 3.6 Analysis of Responses & Trends – Equality & Fairness • The 2009 survey collected more comprehensive data on equality and diversity than the previous 2007 & 2005 surveys • 86% Agree their manager proactively supports and encourages diversity, fairness and equal opportunity (2007-77%, 2005-84%). Compare with 87% Agree they are treated by their manager in a fair and equitable way. Q18, Q15 • 13% of respondents report they had been subject to harassment, bullying or discrimination, previous surveys did not include bullying (2007-14%, 2005-8% Instigators are seen to be managers 34%, colleagues 42%, students 16% and others 8%. Q19 • Discrimination, bullying or harassment tended to be based mainly on race, gender and age with a significantly higher percentage for race 52% (2007–18%) and lower for age 10% (2007-32%). Q19

  41. Q18. My manager proactively supports and encourages diversity, fairness and equal opportunity at work 2007 2005

  42. Q19. In my work I have been subject to harassment, bullying or discrimination 2007 Harassment, bullying or discrimination by 2005

  43. Q19. In my work I have been subject to harassment, bullying or discrimination Breakdown of 77 “yes” responses

  44. 4. Main Trends over 3 Surveys (2009, 2007 & 2005) • Commitment to their job & RGU. Positive trend. TA-A-SA • HSE. Slight positive trend but concern that 1 in 5 disagree • Diversity, fairness & EO. Slight improvement in trend that manager support & encourages however 14% disagree – compare with 13% who claim to have been subject to harassment, bullying or discrimination - • All management questions show a slight positive trend however concern that around 1 in 4 disagree in all - is this the same group? • Performance. Receiving feedback from managers showed a slight improved trend TA/A/SA but significant improvement A/SA at 20%. However concern that only 71% understand how performance is judged – compare with only 69% reporting having OCSRs in 2007 • Role. Encouraging positive trends in managing workload, level of responsibility, involvement in decisions. However, concern with slight negative trend for development opportunities.

  45. 5. Comments • 15% of respondents made a comment (2007–19%, 2005- 20%) • Comments made by respondents have been grouped and represented by paraphrased themes that capture the main areas • The main themes are shown on the next 2 slides • The number in brackets represents the number of comments that relate to each of the main themes

  46. 5. Comments - Key Themes (1) • Again, this year there were comments (23 out of 109) regarding less than adequate leadership and management practice at all levels, including senior management • There was concern from a number of people about harassment, bullying and discrimination (10) with management mentioned as the source (5). This compares with the improved 2009 response to the statement “I am treated in a fair and equitable way by my manager” • Lack of effective communication in all directions was an issue for some (7) • A number of comments related to staff feeling that they are overstretched due to increasing workloads (7) • It was felt the state of the facilities and infrastructure was not conducive for a quality environment from both staff and student perspectives (7)

  47. 5. Comments - Key Themes (2) • A specific annoyance was the timing of the holidays not coinciding with school holidays (6) • There was a view that the IT system is inadequate to meet needs (6) • There were concerns that to remain competitive the university needs to reinforce its academic and research vision, and ‘modern’ status (5) • There was a view that the OSCR process needs major review (4) and incentives for staff performance are required (3) including progression routes, possibly linked to CPD, especially for academics (4) • Some commented on a poor quality of support from Service Departments – and too rigid systems (4)

  48. 6. Recommendations Overall the results are encouraging with positive trends. However we need to undertake further research, and report back in the following areas: • Re harassment, bullying and discrimination • Identification of areas of poor management • Review of management & leadership training • Reported decline in staff development opportunities • Continue to be pro-active with health, safety & wellbeing issues

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