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EMPLOYER OF CHOICE UPDATE

Irwin Kroot Assistant Vice President, Human Resources. EMPLOYER OF CHOICE UPDATE. Employer of choice. Project Goals. To engage in a collaborative effort with Senior Leadership and employee groups that will more thoroughly define our culture and values as an employer in New York City.

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EMPLOYER OF CHOICE UPDATE

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  1. Irwin Kroot Assistant Vice President, Human Resources EMPLOYER OF CHOICE UPDATE

  2. Employer of choice Project Goals • To engage in a collaborative effort with Senior Leadership and employee groups that will more thoroughly define our culture and values as an employer in New York City. • To create action plans that will help those of us who work here now, along with our potential employees, to see The New School as an “employer of choice”. • To use this framework on a continuing basis to support decision-making in an environment of limited resources.

  3. methodolgy How we have collected data Compilation of staff comments from February Senior Staff Meeting Continuing communication with Staff Senate Presentation and discussion at Staff Development Day 7 Focus Groups (23 Participants) by the Milano Change Forum Consulting Group, exploring culture and values of The New School as an employer Culture and Values survey sent to all TNS Staff • 406 Survey Responses – Response Rate of 40% • Survey questions derived from Focus Groups Quantitative and qualitative analysis of survey responses and exit interview responses

  4. Reminder: Findings from Spring Senior Staff Meeting WE ARE: • Collaborative • Supportive • Diverse • Service-oriented • Ever-changing • Technology forward • Inclusive • Creative • Nimble • Non-judgmental • Fast-paced BUT WE ARE ALSO: • Opaque • Inconsistent • Uncoordinated • Preferential to white males • Not very diverse in our senior staff • Divisive and isolated • “Political” • Focused on finances • Resource-limited • “Corporate”

  5. SURVEY data Employees were asked to rate a series of questions regarding their experiences as employees of The New School on a Likert scale (Disagree Completely to Agree Completely) from 1 to 5 Questions covered a broad range of topics at both the College/Department level and TNS-wide, including: Work-life balance Diversity Responsiveness to employee input Creativity and innovation Support for risk-taking Communication from senior leadership Employee recognition Resource allocation

  6. Survey data Where we scored highest: • Q3: Department inclusion of diverse employee identities, needs, and perspectives (equity and belonging across race, gender, age, etc.) • Q15: I feel like I belong at TNS as an employee Highest average responses were tied at 3.76 out of 5 (1=disagree completely, 5=agree completely)

  7. Survey data • Q9: TNS- Open communication to and from leadership (leadership decisions, feedback). • Q14: TNS leadership genuinely takes my input into consideration. • Q18: TNS allocates resources fairly, according to department needs. • Where we scored lowest: Lowest average responses were 2.5 -2.75 out of 5 (1=disagree completely, 5=agree completely)

  8. What’s NOTABLE? • All survey responses had means between 2.5 and 3.75, and medians between 2 and 4. (This corresponds to a range from “Disagree somewhat” to “Agree somewhat” • NO responses showed STRONG agreement or disagreement • Our employees often feel a strong commitment to The New School, but do not think we’re notably positive or negative in our employee culture

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