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Employee Satisfaction Survey Findings

APT & Classified Council. Employee Satisfaction Survey Findings. Assessing employee satisfaction. Survey objectives and conception: Solicit employee feedback to generate agendas Use data to inform the governance process Approvals: Office of Research & Graduate Studies (exempt from IRB)

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Employee Satisfaction Survey Findings

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  1. APT & Classified Council Employee Satisfaction Survey Findings

  2. Assessing employee satisfaction • Survey objectives and conception: • Solicit employee feedback to generate agendas • Use data to inform the governance process • Approvals: • Office of Research & Graduate Studies (exempt from IRB) • Executive leadership at UAA • Administration

  3. Instrument • Criteria: • Brief • Qualitative and quantitative components • Assess satisfaction and ascertain priorities • 13 items rated on a 1-5 Lickert Scale • Employees select top 3 priorities from the same list • Free responses

  4. Participation & response rate • July & August, 2012 administration • Invitation to participate sent out via dynamic listserv to all classified and exempt employees • Approximately 1300 • 353 responses • 27% response rate

  5. Analysis • Quantitative analysis: • Metrics of central tendency • T-test analyses • Qualitative analysis: • Categorical identification • Inform and give meaning to the quantitative findings

  6. Satisfaction – All Staff

  7. Satisfaction by employee class

  8. Priorities - All Staff

  9. Priorities by employee class

  10. Comparisons for priority-setting Satisfaction rating (low to high) Priority ranking (high to low) Healthcare Compensation Workplace Culture Communication Governance & I. Decision-Making Professional Development Retirement Leave Benefits Tuition Waiver Safety Parking Diversity Facilities • Healthcare • Parking • Governance & I. Decision-Making • Compensation • Communication • Professional Development • Facilities • Workplace Culture • Diversity • Retirement • Leave Benefits • Safety • Tuition Waiver

  11. Insights from free responses • Healthcare • Satisfied with plan, dissatisfied with cost • Cost increases disproportionate to salary adjustments • Ongoing support for wellness programs • Compensation • Request for merit and step increases • Clear process to audit jobs to ensure appropriate grade assignments • Professional development • Mentoring • Increased opportunities • Inter-departmental communication and exchanges

  12. More insights from free responses • Communication • Better communication between MAUs and community campuses • Transparency from administration and governance • Direct communication from administration rather than “trickling down” through Deans & Directors • Ongoing opportunities to participate in surveys • Leave benefits • Request to combine annual and sick leave • Additional cash-in options • Parking • Cost • Space

  13. Additional themes • Unbiased /external grievance process • Supervisor evaluations • Changes to leave accrual and cash-out options • Workload & staffing

  14. Next steps… • Agenda development & planning • Ongoing communication • With staff • With administration • Between campuses & departments • Continued assessment

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