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Welcome to DENR Managers’ Forum

Welcome to DENR Managers’ Forum. “Let’s Discuss Results” Employee Satisfaction Survey. Harlan Frye, HR Director January 26, 2005. 1. Housekeeping. Restrooms Break Snack Bar Smoking Cell Phones Hallway - Noise Parking Lot. 2. Agenda. 8:30 Food/Networking 9:00 Welcome

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Welcome to DENR Managers’ Forum

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  1. Welcome to DENR Managers’ Forum “Let’s Discuss Results” Employee Satisfaction Survey Harlan Frye, HR Director January 26, 2005 1

  2. Housekeeping • Restrooms • Break • Snack Bar • Smoking • Cell Phones • Hallway - Noise • Parking Lot 2

  3. Agenda • 8:30 Food/Networking • 9:00 Welcome • 9:15 Survey Results • 10:00 Break • 10:15 Discussion/Questions • 11:00 Group Discussions • 11:30 Group Reporting • 11:50 “Where do we go from here?” • 12:00 Adjourn 3

  4. Purpose & Outcome of Forum • YOU will be given observations and impressions of results and trends intended to get you thinking • YOU will develop specific actions you can take to address those trends and findings 4

  5. Key Reasons for Conducting Survey Identify: • Strengths • Areas of Improvement • Issues important to employeesGaps in Communication & Knowledge 5

  6. Survey Involvement • Executive Staff • Senior Managers • Managers’ Forum Workgroup Members • HR Staff • Office of State Personnel • Budget, Planning & Analysis • EMPLOYEES 6

  7. DENR 2004 Employee Satisfaction Survey 7

  8. Survey Results2004ALL EMPLOYEES 8

  9. Percent of Active DENR Employees Responding to Survey 48% 9

  10. Employee Population at time of survey NumberResponse Rate • Total 3,45748% • Managers 475 / 78660% • Line Employees1,172 / 2,67144% 10

  11. Study Classifications FAVORABLE NEUTRAL UNFAVORABLE Strongly Agree Don’t Know Strongly Disagree Agree Disagree 11

  12. Survey Results – All QuestionsALL EMPLOYEES 12

  13. Top 5 Favorable ResponsesALL EMPLOYEES (96%) I have the relevant skills and abilities to do my job. (90%) My supervisor cares about the safety of his/her subordinates. (89%) Salary increases should be based on employee performance. (89%) I understand where my job fits in with my division’s objectives. (87%) My workplace is safe. 13

  14. Top 5 Unfavorable ResponsesALL EMPLOYEES (79%) I am satisfied with my salary. (72%) My salary is comparable to similar positions in other public sectors. (64%) I feel the state’s benefit package meets the needs of my family. (59%) I feel the state’s benefits package meets my needs. (55%) I am paid equitably for the work I do compared to similar positions in DENR. 14

  15. Top 5 “I Don’t Know” ResponsesALL EMPLOYEES • 43% My Division resolves complaints effectively.47% DENR management uses good problem-solving techniques to arrive at sound decisions. • 56% DENR Administration meets my needs in the Office of the Controller. • 57% DENR management practices what they preach. • 64% DENR resolves complaints & grievances effectively. 15

  16. Breakdown of Survey Results MANAGEMENT/SUPERVISORY vs. LINE EMPLOYEES 16

  17. Survey Results-All QuestionsMANAGEMENT AND SUPERVISORY 17

  18. Survey Results-All QuestionsLINE EMPLOYEES 18

  19. Percent Favorable ResponsesMANAGEMENT AND SUPERVISORYVS. LINE EMPLOYEES 19

  20. Percent Unfavorable ResponsesMANAGEMENT AND SUPERVISORYVS. LINE EMPLOYEES 20

  21. Top 5 Favorable ResponsesMANAGEMENT and SUPERVISORY (95%) I have the relevant skills and abilities to do my job. (92%) My supervisor cares about the safety of his/her subordinates. (91%) My workplace is safe. (91%) People within my workgroup cooperate to get the job done. (91%) I understand where my job fits in with my division’s objectives. 21

  22. Top 5 Favorable ResponsesLINE EMPLOYEES (96%) I have the relevant skills and abilities to do my job. (89%) My supervisor cares about the safety of his/her subordinates. (88%) I understand where my job fits in with my division’s objectives. (88%) Salary increases should be based on performance. (88%) My workplace is safe. 22

  23. Top 5 Unfavorable ResponsesMANAGEMENT and SUPERVISORY (78%) I am satisfied with my salary. (76%) My salary is compatible to similar positions in other public sector agencies. (67%) I feel the state’s benefit package meets the needs of my family. (61%) I am paid equitably for the work I do compared to similar positions in DENR. (58%) I feel the state’s benefit package meets my needs. 23

  24. Top 5 UnfavorableResponsesLINE EMPLOYEES • (79%) I am satisfied with my salary. • (71%) My salary is compatible to similar positions in other public sector agencies. • (63%) I feel the state’s benefit package meets the needs of my family. • (59%) I feel the state’s benefit package meets my needs. • (57%) DENR provides an atmosphere for me to meet my personal goals. 24

  25. Top 5 “I Don’t Know” ResponsesManagement and Supervisory (54%) DENR resolves complaints and grievances effectively. (50%) DENR management practices what they preach. (49%) DENR Administration meets my needs in the Controller’s Office. (46%) DENR’s management uses good problem solving techniques to arrive at sound decisions. (40%) DENR listens to its customers. 25

  26. Top 5 “I Don’t Know” ResponsesLine Employees (68%) DENR resolves complaints and grievances effectively. (59%) DENR management practices what they preach. (58%) DENR Administration meets my needs in the Controller’s Office. (48%) My division resolves complaints effectively. (48%) DENR’s management uses good problem solving techniques to arrive at sound decisions. 26

  27. Top 5 -Largest Percentage DifferenceBetween Management/Supervisory and Line Employee Responses*FAVORABLERESPONSES (D 22%) I know how to access DENR’s grievance policy and procedure. (D 21%) I am aware of DENR’s grievance policy and procedure. (D 19%) DENR is an organization that has a formal procedure to deal with workplace harassment. (D 18%) My division resolves workplace complaints effectively. (D 16%) DENR’s hiring practices are fair. 27 *In all 5 cases, Management/Supervisory had the higher percentage, Line the lesser.

  28. Top 5 -Largest Percentage DifferenceBetween Management/Supervisory and Line Employee Responses*UNFAVORABLERESPONSES (D 19%) DENR Administration meets my needs in Purchases and Services. (D 19%) DENR Administration meets my needs in Budget, Planning, & Analysis. (D 14%) DENR Administration meets my needs in Human Resources. (D 13%) I have the equipment needed to do my job effectively. (D 12%) Communication is good between Division employees and DENR management. 28 *In all 5 cases, Management/Supervisory had the higher percentage, Line the lesser.

  29. Some Comparisonsof Year 2000 Survey ResultswithYear 2004 Survey Results 29

  30. Percent of Active DENR Employees Responding to Survey Year 2004 48% Year 2000 56% 30

  31. Survey Results – All QuestionsAll Employees – Year 2000 vs. Year 2004 31

  32. Top 3 Favorable ResponsesAll Employees2000 • #3 (91%) My supervisor cares about the safety of his/her subordinates. • #2 (92%) Salary increases should be based on employee performance. • #1 (96%) I have the relevant skills and abilities to do my job. 32

  33. Top 3 Favorable ResponsesAll Employees2004 • #3 (89%) Salary increases should be based on employee performance. • #2 (90%) My supervisor cares about the safety of his/her subordinates. • #1 (96%) I have the relevant skills and abilities to do my job. 33

  34. Top 3 Favorable ResponsesALL EMPLOYEESYear 2000 vs. Year 2004 #1 Year 2000: (96%) I have the relevant skills and abilities to do my job. Year 2004: (96%) I have the relevant skills and abilities to do my job. *********************************************************************** #2 Year 2000: (92%) Salary increases should be based on employee performance. Year 2004: (90%) My supervisor cares about the safety of his/her subordinates. *********************************************************************** #3 Year 2000: (91%) My supervisor cares about the safety of his/her subordinates. Year 2004: (89%) Salary increases should be based on employee performance. 34

  35. Top 3 Unfavorable ResponsesAll Employees2000 • #3 (58%) My division deals effectively with employees having poor job performance. • #2 (67%) My salary is comparable to similar positions in other public sectors agencies. • #1 (74%) I am satisfied with my salary. 35

  36. Top 3 Unfavorable ResponsesAll Employees2004 • #3 (64%) I feel the state’s benefit package meets the need of my family. • #2 (72%) My salary is comparable to similar positions in other public sectors agencies. • #1(79%) I am satisfied with my salary. 36

  37. Top 3 Unfavorable ResponsesALL EMPLOYEESYear 2000 vs. Year 2004 #1 Year 2000: (74%) I am satisfied with my salary. Year 2004: (79%) I am satisfied with my salary. ****************************************************************************** #2 Year 2000: (67%) My salary is comparable to similar positions in other public sectors agencies. Year 2004: (72%) My salary is comparable to similar positions in other public sectors agencies. ****************************************************************************** #3Year 2000: (58%) My division deals effectively with employees having poor job performance. Year 2004: (64%) I feel the state’s benefit package meets the need of my family. 37

  38. Questions • “What are the messages for DENR?” 38

  39. Group Discussion • Thinking about the observations and trends you have heard, discuss and identify……..3-5 ACTIONS that YOU can take in YOUR Division to impact on the trends you have heard 39

  40. Where Do We Go From Here? • Survey Results to All Employees • Division Reports & Division Management Analysis • Strategic Plan Action Planning Implementation Evaluation of Outcomes 40

  41. Where Do We Go From Here?(Continued) • HR - Attend Division Staff Meetings- Employee Forums- HR Development Employer of Choice Strategy 41

  42. THANK YOUfor attending the Managers’ Forum Evaluation Adjourn 42

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