2008 Staff Well-Being Survey: Select Results

1. 2008 Staff Well-Being Survey:Select Results Presentation for the NC State Staff Diversity Task Force September 25, 2009 Nancy Whelchel, Ph.D. University Planning & Analysis Nancy_whelchel@ncsu.edu http://www2.acs.ncsu.edu/UPA/survey/staff/SDTF.SWBS.presentation.Sept25_09.ppt

2. Overview Topics: • Overall satisfaction & retention • Working relationships • Leadership • Vision & direction • Professional development • Performance evaluation • Handling grievances • Communication • Diversity & multiculturalism Comparison Groups • Gender • Race/ethnicity • Sexual orientation • Disability status • Native language • Job classification • By gender • By race/ethncity

3. Satisfaction & Retention:Current satisfaction at NC State (A2) • LEAST likely to be ‘very satisfied’ (about 25% or fewer) • Asians • African Americans • Clerical-Academic & NonAcademic • Skilled Crafts

4. Satisfaction & Retention:Current satisfaction at NC State (A2) • Job class * race • Professional EPA, Technical: • Staff of color are LESS likely than whites to be ‘very satisfied’ • Administrator, Clerical-NonAcad: • Whites are MORE likely than staff of color to be ‘dissatisfied’

5. Satisfaction & Retention:Current satisfaction at NC State (A2) • Job class * gender • Administrators: • Womenare LESS likely than men to be ‘very satisfied’ • Technical, Clerical-NonAcad, Serv/Maint: • Men are LESS likely than women to be ‘very satisfied’ • Clerical-Acad: • Men are MORE likely than women to be ‘dissatisfied’

6. Satisfaction & Retention:Expect to work at NC State for next 3 years (A1g) • LEAST likely to ‘strongly agree’ • Clerical-Academic & NonAcademic • (NonHispanics) • (Native English speakers) • (Able-bodied staff)

7. Satisfaction & Retention:Expect to work at NC State for next 3 years (A1g) • Job class * race • Administrators, Professional-EPA & SPA, Technical, & Skilled Crafts: • Staff of colorare LESS likely than whites to ‘strongly agree’ • Clerical-NonAcad & Acad: • Whites are LESS likely than staff of color to ‘strongly agree’ • Serv/Maint: • Whites are MORE likely than staff of color to ‘disagree’

8. Satisfaction & Retention:Expect to work at NC State for next 3 years (A1g) • Job class * gender • Administrators: • Women are LESS likely than men to ‘strongly agree’ • Professional-SPA, Technical, & Clerical-NonAcad & Acad: • Men are LESS likely than women to ‘strongly agree’

9. Satisfaction & Retention:Staff with positive experience are more likely to ‘strongly agree’ they will work at NC Statefor at least 3 more years

10. Satisfaction & Retention:Considered leaving NC State in past two years (A6) • MOST likely to have considered leaving (more than 40% ‘very’ or ‘somewhat seriously’) • GLBT staff • Professional-SPA • Clerical-Academic & NonAcademic • (NonHispanics) • (native English speakers) • (Able-bodied staff)

11. Satisfaction & Retention:Considered leaving NC State in past two years (A6) • Job class * race • Administrators, Technical, Clerical-NonAcad: • Staff of colorare MORE likely than whites to have ‘very’ or ‘somewhat seriously’ considered leaving • Clerical-Acad, Skilled Crafts, & Serv/Maint: • Whites are MORE likely than staff of color to to have ‘very’ or ‘somewhat seriously’ considered leaving

12. Satisfaction & Retention: Considered leaving NC State in past two years (A6) • Job class * gender • Administrators: • Women are MORE likely than men to have ‘very’ or ‘somewhat seriously’ considered leaving • Technical, Clerical-Acad & NonAcad: • Men are MORE likely than women to to have ‘very’ or ‘somewhat seriously’ considered leaving

13. Satisfaction & Retention: Why considered leaving NC State in past two years(A8 [open-end]) Most common reasons • Pay/benefits • Advancement/new responsibilities/new challenges • Department structure/mission/organization • Leadership/management • Department/co-worker conflicts • Lack of value/recognition/rewards • Lack of input/top-down administration • Climate (respect, diversity, not family-friendly, discrimination/harassment, etc.) • Workload • Fit • Personal (family, school, etc.) • Temporary funding

14. Satisfaction & Retention:Reason for wanting to change jobs at NC State (A5)

15. Satisfaction & Retention:Reason for wanting to change jobs at NC State (A5)

16. Working Relationships:Treated with respect by co-workers (B2a) • LEAST likely to ‘strongly agree’ (fewer than 45%) • African Americans • Skilled Crafts • Service/Maintenance • Clerical-NonAcademic • (NonGLBT)

17. Working Relationships:Treated with respect by co-workers (B2a) • Job class * race • Administrators, Professional-SPA, Technical, & Serv/Maint: • Staff of color are LESS likely than whites to ‘strongly agree’ • Clerical-NonAcad & Skilled Crafts: • Whites are LESS likely than staff of color to ‘strongly agree’

18. Working Relationships:Treated with respect by co-workers (B2a) • Job class * gender • Administrators: • Men are LESS likely than women to ‘strongly agree’

19. Working Relationships:Treated with respect by supervisor (B2d) • LEAST likely to ‘strongly agree’ (about 40% or fewer) • African Americans • Skilled Crafts • Administrative-SPA • Staff w/ disability • (Native English speakers) • (nonGLBT)

20. Working Relationships:Treated with respect by supervisor (B2d) • Job class * race • Professional-EPA & SPA, Technical, Clerical-NonAcad: • Staff of color are LESS likely than whites to ‘strongly agree’ • Clerical-Academic, Skilled Crafts: • Whites are MORE likely than staff of color to DISAGREE

21. Working Relationships:Treated with respect by supervisor (B2d) • Job class * gender • Administrative, Clerical-Acad, Serv/Maint: • Women are LESS likely than men to ‘strongly agree’ • Professional-SPA, Clerical-NonAcad: • Men are LESS likely than women to ‘strongly agree’

22. Working Relationships:Dept is doing good job recruiting the best staff (B4a) • MOST likely to disagree (about 25% or more) • GLBT staff • Skilled Crafts • Clerical-Academic • Professional-SPA • (Native English speakers)

23. Working Relationships:Dept is doing good job recruiting the best staff (B4a) • Job class * race • Technical: • Staff of color are MORE likely than whites to ‘disagree’ • Administrators, Professional-SPA, Clerical-Acad & NonAcad, Serv/Maint: • Whites are MORE likely than staff of color to ‘disagree’

24. Working Relationships:Dept is doing good job recruiting the best staff (B4a) • Job class * gender • Professional-SPA, Technical, Serv/Maint: • Men are LESS likely than women to ‘strongly agree’ • Administrative: • Men are MORE likely than women to ‘strongly disagree’

25. Working Relationships:Dept is doing good job retaining the best staff (B4a) • Most likely to disagree (more than 30%) • Males • Whites • GLBT staff • Professional-SPA • Clerical-Academic & NonAcademic • Skilled Crafts • (Native English speakers)

26. Working Relationships:Dept is doing good job retaining the best staff (B4b) • Job class * race • Technical: • Staff of color are LESS likely than whites to agree • Professional-SPA, Clerical-Acad & NonAcad, Skilled Crafts, Serv/Maint: • Whites are LESS likely than staff of color to agree

27. Working Relationships:Dept is doing good job retaining the best staff (B4b) • Job class * gender • Professional-SPA, Technical, Clerical-Acad: • Men are LESS likely than women to agree

28. Working Relationships:Dept is doing good job creating a culture where staff can develop their potential (B4c) • MOST likely to disagree (more than 30%) • Males • Whites • African Americans • Skilled Crafts • Clerical-Academic & NonAcademic • Professional-SPA • Staff w/ disability • GLBT • (Native English speakers)

29. Working Relationships:Dept is doing good job creating a culture where staff can develop their potential (B4c) • Job class * race • Technical: • Staff of color MORE likely than whites to disagree • Administrators, Professional-SPA, Clerical-Acad & NonAcad, Skilled Craft, Serv/Maint: • Whites MORE likely than staff of color to disagree

30. Working Relationships:Dept is doing good job creating a culture where staff can develop their potential (B4c) • Job class * gender • Professional-SPA & EPA, Technical, Clerical-NonAcad: • Men are LESS likely than women to agree • Clerical-Acad: • Women are MORE likely than men to ‘strongly disagree’

31. Working Relationships:Dept is doing good job creating a culture where staff can develop their potential (B4c)

32. Working Relationships:Staff Senate facilities communication between staff and administration (B7a)and is an effective advocate for staff (B7b) • Most likely to rate as ‘excellent’ (more than 10%) • Serv/Maint • Technical • Lack of familiarity with Staff Senate • More than 40% of Administrative and Professional EPA, Clerical Acad & NonAcad don’t have an opinion • About 25% - 33% others don’t have an opinion

33. LeadershipSupervisor treats all members of the work unit consistently (D1e) • MOST likely to give negative ratings (30% or more rate as ‘poor’ or ‘fair’) • African Americans • Staff w/ disability • Skilled Crafts • Clerical-Academic • Technical • Serv/Maint

34. LeadershipSupervisor treats all members of the work unit consistently (D1e) • Job Class * Race • Professional-EPA & SPA, Technical, Serv/Maint: • Staff of color give LOWER ratings than whites • Administrative, Clerical-Acad & NonAcad, Skilled Crafts: • Whites give LOWER ratings than staff of color

35. LeadershipSupervisor treats all members of the work unit consistently (D1e) • Job Class * Gender • Administrative, Professional-EPA & SPA, Clerical-Acad, Serv/Maint: • Women give LOWER ratings than men • Technical, Clerical-NonAcad: • Men give LOWER ratings than women

36. Vision & DirectionJob Description/Work Plan is consistent with department vision (E6) • MOST likely to give negative ratings (10% or more say ‘a little’ or ‘not at all’) • Skilled Crafts • Serv/Maint • Clerical-Academic

37. Vision & DirectionDepartment progress towards vision (E4)

38. Vision & Direction Job Description/Work Plan is consistent with department vision (E6)by Department progress towards vision (E4)

39. Professional DevelopmentOpportunities to improve skills to increase chances for a better job (H5d) • MOST likely to be dissatisfied (25% or more) • Males • Whites • ESL staff • Staff w/ disability • GLBT • Skilled crafts • Clerical-NonAcad & Acad • Professional SPA

40. Professional DevelopmentSupervisor giving time to participate in professional development/training opportunities (H5e) • LEAST likely to be ‘very satisfied’ (about 35% or fewer) • Males • African Americans • Hispanics • Staff w/ disability • Skilled crafts • Clerical-NonAcad & Acad • Service Maintenance • GLBT* * More likely than nonGLBT to be dissatisfied

41. Professional DevelopmentProfessional development & retention

42. Professional DevelopmentProfessional development & retention

43. Professional DevelopmentHelpfulness of mentors for new employees (H8) • MOST likely to think mentors would be ‘very helpful’ (almost 50% or more) • Females • Staff of color • ESL staff • Staff w/ disability • Service Maintenance • Technical • Skilled Crafts • Professional EPA

44. Performance EvaluationSatisfaction w/ incentives, recognition, rewards (I2)

45. Performance EvaluationUsefulness of numeric ratings on Annual Appraisals (I9a) • MOST likely to say ‘very useful’ (40% or more) • Asians • Hispanics • ESL staff • Service Maintenance

46. Performance EvaluationHelpfulness of Performance reviews / annual appraisalsto career planning (I10) • LEAST likely to rate as helpful (more than 45%) • Clerical-Academic & NonAcademic

47. GrievancesUniversity provides reasonable/effective procedures to address SPA complaints (B6a) • MOST likely to disagree (about 20% or more) • Skilled crafts • Staff w/ disability • GLBT staff • Lack of familiarity… • More than 50% of Clerical-Acad & NonAcad, Professional-EPA & SPA respond “don’t know”

48. CommunicationFirst/Second best methods of communicating about opportunities/events (C3a/b)

49. CommunicationLeast useful method of communicating about opportunities/events (C3c)

50. Diversity/MulticulturalismImportance of institutional emphasis on diversity (F6), by demographics