Report to Council Staff Opinion Survey. HR Director 6 March 2009. Why we ran the survey . The purpose of the survey was to: Find out what really matters to staff, what’s working well, and what we could do better. Identify changes we could make to improve staff satisfaction.
6 March 2009
The purpose of the survey was to:
The 2008 staff survey was the first survey of all University
staff since the 2001 organisational ‘wellbeing’ survey, so it
had been some time since the views of all staff had been
sought in this way.
job’, and it is a good place to work (93%) and that the University respects equally people of
different nationality/ethnicity (95%), religion (98%) and sexual orientation (98%).
service users (90%).
opportunity to use their abilities (88%) and initiative (91%); and that they are able to decide
on their own how to go about doing their work (91%).
and about the expected standards of performance (91%) and behaviour (97%).
honest with them (87%), respects and values them (87%), is available when needed (82%),
and supportive in a personal crisis (90%). They also felt that they had sufficient authority to
make decisions (85%).
think that holiday entitlement (93%) and the sick pay scheme are good (95%).
with each other (65%) and that communication between senior management and staff is
ineffective (48%). Many also felt that co-operation between Departments is not good (56%).
job more effectively (55%), that there are limited opportunities for them for career
progression in the University (38%) and that more could be done to retain the University’s
most talented people (52%).
months to meet the demands of their workload (56%), and they do not have time to carry out
all their work (49%). Many also felt that too many approvals are needed for routine decisions
and that they are required to do unimportant tasks which prevent them from completing more
important ones (45%).
Key Positive Issues:
Key Areas for Improvement:
A Steering Group was set up to oversee the process for developing action plans at
a) Strategic level action plans
On receipt of the summary report, we identified members of staff who were leading on each of the functional areas in the survey (i.e. Diversity and Equality, Work Related stress, etc). A number of meetings of the functional leads were held during Summer 2008 to discuss the formulation of action plans and any overlaps between areas. Functional action plans were then developed, and reviewed by the Employee Engagement Steering Group in December 2008. The plans are now being finalised, following feedback from the Steering Group, and will be available shortly to all staff.
b) Departmental action plans
advice for staff experiencing bullying and harassment
4. Performance Review:
Further work is being undertaken on the following action plans:
These action plans will be made available as soon as they are complete.
Further information on the staff survey is available from:
Staff Survey Summary Report address: