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Employee Survey Results

Employee Survey Results. 2008. 2008 Employee Survey. Employees were asked to respond to a survey of questions covering several themes: Day-To-Day Job Duties Supervision and Co-Workers Leadership/Management Policies and Practices Working Conditions and Benefits.

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Employee Survey Results

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  1. Employee Survey Results 2008

  2. 2008 Employee Survey • Employees were asked to respond to a survey of questions covering several themes: • Day-To-Day Job Duties • Supervision and Co-Workers • Leadership/Management • Policies and Practices • Working Conditions and Benefits

  3. 67 out of approximately 135 employees, or (50%), completed and returned a survey or completed the survey online a (10%) decrease over 2007. • On the Employee Survey their was a scale from one being the lowest to six being the highest.

  4. Success and Challenges • A comparison of the 2008 CDS employee survey results was compared to the 2008 national employee surveys. The average score for CDS was higher than the national score for all 5 areas.

  5. SuccessThree highest average ratings • I have the opportunity to talk with my supervisor on a weekly or as needed basis. • My supervisor is a competent manager. • My supervisor’s technical competence is appropriate.

  6. ChallengesThree lowest average ratings. • My pay is appropriate for my skill level and education. • I am satisfied with my pay compared with the pay for similar jobs in other organizations. • The medical insurance plan is satisfactory.

  7. The overall training and education I receive is relevant to my job and needs. 4.92 My workload is manageable. 4.89 My abilities and skills are fully utilized. 4.83 Day-To-Day Job DutiesSuccess –Average score 4.42

  8. My pay is appropriate for my skill level and education. 3.32 I am satisfied with my pay compared with the pay for similar jobs in other organizations. 3.57 I am given opportunities for advancement and professional growth. 3.76 Day-To-Day Job DutiesChallenges

  9. Supervision and Co-Workers Success – Average score 4.88 • My supervisor is a competent manager. 5.37 • My supervisor’s technical competence is appropriate. 5.3 • My supervisor has awareness and understanding of problems within the workplace. 5.06

  10. The general morale of my co-workers is good. 4.44 My co-workers are technically competent. 4.57 My supervisor advocates for me with upper management personnel. 4.69 Supervision and Co-Workers Challenges

  11. Leadership/ManagementSuccess – average score 4.78 • The organization’s goals and objectives are clearly stated and communicated to all employees. • The organization is managed in a manner that results in optimal outcomes for clients. • The organization’s leadership and management openly encourages feedback and input.

  12. Leadership/Management Challenges • There are adequate opportunities for my input in the organization’s planning process. 4.45 • I am satisfied with the manner in which leadership communicated policy, procedures and directives to employees. 4.70 • The organization treats all employees equally, fairly, consistently and with respect. 4.73

  13. Policies and PracticesSuccess – average score 4.73 • I have the opportunity to talk with my supervisor on a weekly or as needed basis. 5.39 • I receive adequate information on agency policies during orientation from Human Resources. 5.24 • I am satisfied with the promotion policies and practices of the organization. 5.06

  14. Policies and Practices Challenges • I am satisfied with the salary review policies and practices of the organization. 3.9 • I am satisfied with the overtime policies and practices. 4.22 • I receive adequate information on promotional opportunities form my supervisor. 4.38

  15. Working Conditions and Benefits Success- average score 4.41 • The physical working conditions were adequate. 5.11 • I am satisfied with the organization as a place of work. 4.92 • The sick leave policy is satisfactory. 4.90

  16. The medical insurance plan is satisfactory. 3.6 I am satisfied with the opportunities for promotion. 3.73 The dental insurance plan is satisfactory. 3.94 Working Conditions and Benefits Challenges

  17. An orientation for new employees needs to be done to show them how to take care of daily tasks, i.e. ordering supplies, submitting time sheets, filling out certain forms (especially tracking forms) etc. Comments

  18. Comments • My one major concern with this organization is the lack of annual salary increases. A minimum of a 3% cost of living adjustment should be worked into the budget every year. That way, when we have a tough year like this one, there is more of a chance to keep that rather than not allow for anything when budgeting so that when you have a year like this one, you have no hope of adding it in. Also, if employees were rewarded better during the good years they would be a lot more flexible in years like this when they are told, "Sorry, we have nothing for you this year. We can't afford it." That gets old a lot more quickly when you haven't gotten a raise in 3 or 4 years (even when times were good).

  19. Comments • I feel satisfied with the people I work with, my supervisor, and the work that we do. • I would also like opportunity to increase my salary and have better benefits like retirement and medical coverage. • Feel that we should have more opportunities to advance in the organization and should get raises or bonuses at least once a year.

  20. Comments • Health insurance is very expensive, a lot of out pocket expense. • Paid maternity/paternity leave is something that would be beneficial and help morale. • Lack of salary increases is something that motivates me to look elsewhere to work.

  21. Stakeholder Survey Summary 2008 • 66 surveys were sent out to Stakeholders • 20 surveys were returned. • No survey respondents checked the Disagree or Strongly Disagree column for any response on the 11 questions asked.

  22. Strengths The three highest average rating: • Working Relationships • Accessible • Competent and Professional Staff

  23. Working Relationship • 90 % Strongly Agreed and 10% Agreed that CDS has a good working relationship with their organization.

  24. Accessible • 75% Strongly Agree and 25% Agree that CDS has staff who are accessible to their organization.

  25. Competent and Professional • 75% Strongly Agree, 15% Agree, 10% offered No Opinion that CDS has competent and professional staff.

  26. Areas for Improvement The four lowest average rating: • Arranging or referring to community services. • Direct service staff has a strong partnership with our organizations • Shares pertinent participant related information, as appropriate. • Provides timely information to assist our work.

  27. Arranging or Referring to Community Services • 45% Strongly Agree, 25% Agree, 15% offered No Opinion that CDS does a good job of arranging or referring to community services.

  28. Strong Partnership at the Direct Service Level • 50% Strongly Agree, 35% Agree, the remaining 15% offered No Opinion or N/A the question that CDS has a strong partnership with our organization at the direct service staff level.

  29. Shares Pertinent Px Related Information • 55% Strongly Agree, 35% Agree, the remainder did not express any opinion that CDS shares pertinent participant related information with their agency, as appropriate.

  30. Timely Information • 55% Strongly Agree, 35% Agree, 15% offered no opinion that CDS provides timely information to assist their work.

  31. Additional Comments • CDS has been a supportive partner with the school district in providing direct services to students. • CDS is an excellent Partner in the community- thank you for providing such valuable services!! • We work together primarily through ACCHH and the Resource Development Work group. I’ve had nothing but excellent experiences working w/ CDS through Sam and the staff. Thanks. • We maintain information in our data base about the programs below. CDS strong, enduring presence continues to be vital to our community. • As a practicum and internship site for our Rehabilitation Counseling students, CDS has been both welcoming and cooperative in the partnership.

  32. Stakeholder Contact with CDS Programs • 1 Alpha/Beta • 2 PIPSA • 2 SAMH East (Outpatient, TASC and TANF) • 3 Spotlight on Youth • 3 Outpatient Services (TANF, ADI) • 4 Drug Free Communities Support Program • 4 Reichert House • 5 Family Action • 5 Civil Citation • 13 Interface Youth Program-Residential

  33. Business Partners Survey Summary 2008 • Five surveys were sent out and eight were returned.

  34. Strengths • CDS staff is courteous and professional. Eight Respondents answered Strongly Agree • CDS staff responds to my requests in a timely manner. Eight Respondents answered Strongly Agree • If the need should arise I would recommend a friend or family member to CDS for services. Seven Respondents answered Strongly Agree One Respondent answered N/A

  35. Suggestions for Improvement • Do you have any suggestions that might improve our working relationship or business practices? There were four respondents with comments. • 1.”Works great now! Your staff is always a pleasure to work with.” • 2.”None. Our interactions with CDS are always very positive and productive.” • 3.” I do not have any suggestions. However, Trecia Jasper and Rene Yan in the fiscal division are always helpful with providing any requested information and, it’s great to work with people like that. They are awesome.” • 4.”Thank you for sending this survey. CDS staff is always responsive & helpful. I am proud to partner with you on your insurance.”

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