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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 [email protected] http://www2.acs.ncsu.edu/UPA/survey/staff/SDTF.SWBS.presentation.Sept25_09.ppt. Overview.

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2008 Staff Well-Being Survey: Select Results

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2008 staff well being survey select results

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

[email protected]

http://www2.acs.ncsu.edu/UPA/survey/staff/SDTF.SWBS.presentation.Sept25_09.ppt


Overview

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


Satisfaction retention current satisfaction at nc state a2

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


Satisfaction retention current satisfaction at nc state a21

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’


Satisfaction retention current satisfaction at nc state a22

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’


Satisfaction retention expect to work at nc state for next 3 years a1g

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)


Satisfaction retention expect to work at nc state for next 3 years a1g1

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’


Satisfaction retention expect to work at nc state for next 3 years a1g2

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’


2008 staff well being survey select results

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


Satisfaction retention considered leaving nc state in past two years a6

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)


Satisfaction retention considered leaving nc state in past two years a61

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


Satisfaction retention considered leaving nc state in past two years a62

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


Satisfaction retention why considered leaving nc state in past two years a8 open end

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


Satisfaction retention reason for wanting to change jobs at nc state a5

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


Satisfaction retention reason for wanting to change jobs at nc state a51

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


Working relationships treated with respect by co workers b2a

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)


Working relationships treated with respect by co workers b2a1

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’


Working relationships treated with respect by co workers b2a2

Working Relationships:Treated with respect by co-workers (B2a)

  • Job class * gender

    • Administrators:

      • Men are LESS likely than women to ‘strongly agree’


Working relationships treated with respect by supervisor b2d

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)


Working relationships treated with respect by supervisor b2d1

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


Working relationships treated with respect by supervisor b2d2

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’


Working relationships dept is doing good job recruiting the best staff b4a

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)


Working relationships dept is doing good job recruiting the best staff b4a1

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’


Working relationships dept is doing good job recruiting the best staff b4a2

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’


Working relationships dept is doing good job retaining the best staff b4a

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)


Working relationships dept is doing good job retaining the best staff b4b

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


Working relationships dept is doing good job retaining the best staff b4b1

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


2008 staff well being survey select results

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)


2008 staff well being survey select results

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


2008 staff well being survey select results

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’


2008 staff well being survey select results

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


2008 staff well being survey select results

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


Leadership supervisor treats all members of the work unit consistently d1e

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


Leadership supervisor treats all members of the work unit consistently d1e1

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


Leadership supervisor treats all members of the work unit consistently d1e2

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


Vision direction job description work plan is consistent with department vision e6

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


Vision direction department progress towards vision e4

Vision & DirectionDepartment progress towards vision (E4)


2008 staff well being survey select results

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


Professional development opportunities to improve skills to increase chances for a better job h5d

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


2008 staff well being survey select results

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


Professional development professional development retention

Professional DevelopmentProfessional development & retention


Professional development professional development retention1

Professional DevelopmentProfessional development & retention


Professional development helpfulness of mentors for new employees h8

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


Performance evaluation satisfaction w incentives recognition rewards i2

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


Performance evaluation usefulness of numeric ratings on annual appraisals i9a

Performance EvaluationUsefulness of numeric ratings on Annual Appraisals (I9a)

  • MOST likely to say ‘very useful’

    (40% or more)

    • Asians

    • Hispanics

    • ESL staff

    • Service Maintenance


Performance evaluation helpfulness of performance reviews annual appraisals to career planning i10

Performance EvaluationHelpfulness of Performance reviews / annual appraisalsto career planning (I10)

  • LEAST likely to rate as helpful

    (more than 45%)

    • Clerical-Academic & NonAcademic


Grievances university provides reasonable effective procedures to address spa complaints b6a

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”


Communication first second best methods of communicating about opportunities events c3a b

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


Communication least useful method of communicating about opportunities events c3c

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


Diversity multiculturalism importance of institutional emphasis on diversity f6 by demographics

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


2008 staff well being survey select results

Diversity/MulticulturalismImportance of institutional emphasis on diversity (F6), by job classification


2008 staff well being survey select results

Diversity/MulticulturalismWork environment is respectful of differencesin gender (F3c), by job classification & gender


2008 staff well being survey select results

Diversity/MulticulturalismWork environment is respectful of differencesin race and color (F3f), by race/ethnicity


2008 staff well being survey select results

Diversity/MulticulturalismWork environment is respectful of differencesin nationality/ethnic origin (F3e), by race/ethnicity


2008 staff well being survey select results

Diversity/MulticulturalismWork environment is respectful of differencesin sexual orientation (F3h), by sexual orientation


2008 staff well being survey select results

Diversity/MulticulturalismWork environment is respectful of differencesin disability status (F3b), by disability status


2008 staff well being survey select results

Diversity/MulticulturalismExtent to which language barriers impede ability to function at best in job (F9), by native language


2008 staff well being survey select results

Diversity/MulticulturalismReason for not participating in diversity/multiculturalism events more often (F8a),by gender


2008 staff well being survey select results

Diversity/MulticulturalismReason for not participating in diversity/multiculturalism events more often (F8a),by race/ethnicity


2008 staff well being survey select results

Diversity/MulticulturalismReason for not participating in diversity/multiculturalism events more often (F8a),by native language


2008 staff well being survey select results

Diversity/MulticulturalismReason for not participating in diversity/multiculturalism events more often (F8a),by sexual orientation


2008 staff well being survey select results

Diversity/MulticulturalismReason for not participating in diversity/multiculturalism events more often (F8a),by disability status


2008 staff well being survey select results

Diversity/MulticulturalismReason for not participating in diversity/multiculturalism events more often (F8a),by job classification


2008 staff well being survey select results

Diversity/MulticulturalismReason for not participating in diversity/multiculturalism events more often (F8a),by job classification (2)


Summaries by demographic group gender

Summaries by Demographic Group:Gender

  • Men give LESS positive responses than women to:

    • Their current satisfaction at NCSU

    • Department retaining the best staff

    • Department creating a culture where staff can develop full potential

    • Opportunities to improve skills for job advancement

    • Opportunities to participate in professional development activities

  • Women are MORE likely than men to

    • want to change jobs for a ‘better work environment’

    • say an institutional emphasis on diversity is ‘very important’

    • say a mentor for new employees would be ‘very helpful’


Summaries by demographic group race ethnicity

Summaries by Demographic Group:Race/Ethnicity

  • Staff of color give LESS positive responses than whites to:

    • Their current satisfaction at NCSU

    • Treated w/ respect by co-workers & supervisor

    • Supervisors showing favoritism

    • Department creating a culture where staff can develop full potential

    • Work environment is respectful of differences in race/color

    • Opportunities to participate in professional development activities

  • Staff of color are MORE likely than whites to

    • Say an institutional emphasis on diversity is ‘very important’

    • Say a mentor for new employees would be ‘very helpful’

    • Say numeric ratings on appraisals are helpful


Summaries by demographic group race ethnicity continued

Summaries by Demographic Group:Race/Ethnicity continued

  • Staff of color are LESS likely than whites to

    • Have considered leaving NCSU

    • Give positive ratings to department retaining the best staff

    • Opportunities to improve skills for advancement


Summaries by demographic group sexual orientation

Summaries by Demographic Group:Sexual Orientation

  • GLBT staff give LESS positive responses than others to:

    • Department creating a culture where staff can develop full potential

    • Department recruiting & retaining the best staff

    • Opportunities to improve skills for advancement

    • Opportunities to participate in professional development activities

    • University having effective/reasonable procedures to address SPA complaints

  • GLBT staff are MORE likely than others to

    • say an institutional emphasis on diversity is ‘very important’

  • GLBT staff are MORE likely than others to

    • Have considered leaving NCSU


Summaries by demographic group disability status

Summaries by Demographic Group:Disability Status

  • Staff w/ a disability give LESS positive responses than others to:

    • Department creating a culture where staff can develop full potential

    • Being treated w/ respect by supervisor

    • Supervisors showing favoritism

    • Department retaining the best staff

    • Opportunities to improve skills for advancement

    • Opportunities to participate in professional development activities

  • Staff w/ a disability are MORE likely than others to

    • say an institutional emphasis on diversity is ‘very important’

    • say a mentor for new employees would be ‘very helpful’


Summaries by demographic group native language

Summaries by Demographic Group:Native Language

  • ESL staff give MORE positive responses than others to:

    • (generally all areas asked about)

  • ESL staff are MORE likely than others to

    • say an institutional emphasis on diversity is ‘very important’

    • say a mentor for new employees would be ‘very helpful’

    • say numeric ratings on appraisals are helpful


Summaries by demographic group job classification

Summaries by Demographic Group:Job Classification

  • Administrative EPA

    • LESS likely to expect to be working at NCSU in next 3 years

    • MORE likely to have seriously considered leaving in past 2 years

  • Administrative SPA

    • LOWER ratings to

      • treated w/ respect by supervisor


Summaries by demographic group job classification1

Summaries by Demographic Group:Job Classification

  • Professional – SPA

    • MORE likely to have seriously considered leaving in past 2 years

    • LOWER ratings to

      • Department creating a culture where staff can develop full potential

      • Department recruiting & retaining best staff

      • Opportunities to improve job skills for advancement


Summaries by demographic group job classification2

Summaries by Demographic Group:Job Classification

  • Clerical – Academic

    • LESS likely to expect to be working at NCSU in next 3 years

    • MORE likely to have seriously considered leaving in past 2 years

    • MORE likely to change jobs to find a better work environment

    • LOWER ratings to

      • Current satisfaction at NCSU

      • Department creating a culture where staff can develop full potential

      • Supervisor showing favoritism

      • Work plan being consistent with department vision

      • Department recruiting & retaining best staff

      • Opportunities to improve skills for advancement

      • Opportunities to participate in professional development activities

      • Performance review being helpful to career planning


Summaries by demographic group job classification3

Summaries by Demographic Group:Job Classification

  • Clerical – NonAcademic

    • LESS likely to expect to be working at NCSU in next 3 years

    • MORE likely to have seriously considered leaving in past 2 years

    • MORE likely to change jobs to advance their career

    • Lower ratings to

      • Current satisfaction at NCSU

      • Department creating a culture where staff can develop full potential

      • Being treated with respect by co-workers

      • Department retaining the best staff

      • Opportunities to improve job skills for advancement

      • Performance review being helpful to career plannning


Summaries by demographic group job classification4

Summaries by Demographic Group:Job Classification

  • Skilled Crafts

    • LOWER ratings to

      • Current satisfaction at NCSU

      • Job description consistent w/ vision of department

      • Department recruiting & retaining best staff

      • Department creating a culture where staff can develop full potential

      • Treated w/ respect by supervisor & by co-workers

      • Supervisors showing favoritism

      • Opportunities to improve job skills for advancement

      • Supervisor allowing time to participate in professional development opportunities

    • MORE likely to say

      • say a mentor for new employees would be ‘very helpful’


Summaries by demographic group job classification5

Summaries by Demographic Group:Job Classification

  • Technical

    • LOWER ratings to

      • Supervisors showing favoritism

    • MORE likely to say

      • say a mentor for new employees would be ‘very helpful’


Summaries by demographic group job classification6

Summaries by Demographic Group:Job Classification

  • Service/Maintenance

    • LOWER ratings to

      • Treated w/ respect by co-workers

      • Supervisor showing favoritism

      • Work plan being consistent w/ department vision

    • MORE likely to say

      • say a mentor for new employees would be ‘very helpful’

      • Numeric ratings on appraisals are helpful


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