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Summary of Results

Summary of Results. 11602_DESIGN - Admin/Aca Res_STAFF. 1. Survey Administration Summary. Engagement Process and Timeline. Employee Engagement Model. 4. Survey Scales & Benchmarks. 2014 Total University. 2014 Total College/Unit. 2013 Same Unit Results. 2014 Total Campus. SAMPLE.

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Summary of Results

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  1. Summary of Results 11602_DESIGN - Admin/Aca Res_STAFF 1

  2. Survey Administration Summary

  3. Engagement Process and Timeline

  4. Employee Engagement Model 4

  5. Survey Scales & Benchmarks 2014 Total University 2014 Total College/Unit 2013 Same Unit Results 2014 Total Campus SAMPLE • Percentage Favorable Scale • Favorable: “Strongly Agree” + “Agree” and “Very Good” + “Good” • Neutral : “Neither Agree nor Disagree” • Unfavorable: “Strongly Disagree” + “Disagree” and “Very Poor” + “Poor” Benchmarks • 2013 Same Unit Results:Results from this same unit in 2013 • 2014 Total University: Currentresults across all campuses • 2014 Total Campus: Currentresults for your campus only • 2014 Total College/Unit: Currentresults for your college/unit only Percentage Favorable Difference Scale Comparison to benchmarks are expressed as percentage-point differences in percentage favorable scores for the same year (2014): • “+” shows that your score is above the benchmark • “-” shows your score falls below the benchmark • Dashes (“—”) show a comparison is not possible 5

  6. Understanding Your Results • Review the percentage favorable bar chart using this quick guide to help assess and prioritize action. • Consider the size of the group (“Valid N” column) in terms of the practical significance of the percentage favorable differences. • Compare the proportion of neutral and unfavorable responses for more insight: • A higher proportion of “neutral” than “unfavorable” can be an opportunity to shift employee opinion • A higher percentage of “unfavorable” than “neutral” may indicate action is needed The question number from the survey SAMPLE 6

  7. Understanding Your Results, cont’d • Results include percentage of favorable responses compared to department-specific 2013 data (when available), as well as 2014 total University, campus and college/unit benchmark data. • Percentage favorable differences between 2013 and 2014 are unit-specific and may indicate areas of change in a more favorable or unfavorable direction. • Use the quick guide (right) to assess the range of change between 2013 and 2014. • More information is available in the Guide. SAMPLE 7

  8. Summary of Engagement <Chart content=SOE> 8

  9. Key Strengths • Areas in which your work group is currently most successful. <Chart content=Strengths> 9

  10. Key Opportunities • Areas offering the greatest room for improvement. <Chart content=Opps> 10

  11. Results for Key Metric: Commitment and Dedication • Focus: Motivating employee dedication and commitment to excellence. Consists of results from the following survey questions: <Chart content=CAD> 11

  12. Key Metric: Commitment and Dedication Clear & Promising Direction • Focus:Connecting employees to college/unit strategy and goals <Chart content=CAPD> 12

  13. Key Metric: Commitment and Dedication Commitment to Excellence • Focus:Encouraging high-quality education, research, and services <Chart content=CTE> 13

  14. Key Metric: Commitment and Dedication Confidence in Leaders • Focus:Inspiring trust through open communications and leadership support <Chart content=CIL> 14

  15. Key Metric: Commitment and Dedication Development Opportunities • Focus:Supporting employees in developing and achieving career objectives <Chart content=DO> 15

  16. Key Metric: Commitment and Dedication Respect & Recognition • Focus:Valuing employees and acknowledging their contributions <Chart content=RAR> 16

  17. Results for Key Metric: Effective Environment • Focus: Supporting employees’ success with the tools and resources of an effective work environment. Consists of results from the following survey questions: <Chart content=EE> 17

  18. Key Metric: Effective Environment Authority & Empowerment • Focus:Encouraging employee autonomy and innovation to improve work <Chart content=AAE> 18

  19. Key Metric: Effective Environment Clear Expectations and Feedback • Focus:Clarifying performance expectations and providing regular feedback <Chart content=CEAF> 19

  20. Key Metric: Effective Environment Collaboration • Focus:Supporting cooperation and sharing of ideas within and across work groups <Chart content=C> 20

  21. Key Metric: Effective Environment Support and Resources • Focus:Ensuring that employees have the skills, information and resources to do their job well <Chart content=SAR> 21

  22. Key Metric: Effective Environment Work, Structure, & Process • Focus:Promoting innovation and equitable distribution of workload <Chart content=WSAP> 22

  23. Survey Follow-Up <Chart content=SF> 23

  24. Engagement Key Next Steps 24

  25. Engagement Key Next Steps, cont’d 25

  26. Helpful Tools & Resources *Leaders will receive a report, and access to the Insight2Action website, if they have 10 faculty or 10 staff members who completed the 2014 surveys. 26

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