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Emory University Climate Survey Results

Emory University Climate Survey Results. Presented to HR Leadership Group April 21, 2005 Del King Senior Director, Human Resources. Purpose and Administration of Climate Survey. Designed to evaluate how effective Emory has been at creating a diverse and ethically engaged work environment.

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Emory University Climate Survey Results

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  1. Emory UniversityClimate Survey Results Presented to HR Leadership Group April 21, 2005 Del King Senior Director, Human Resources

  2. Purpose and Administration of Climate Survey • Designed to evaluate how effective Emory has been at creating a diverse and ethically engaged work environment. • Developed by Atlanta SurveyNET in close cooperation with PCORE. • Thirty-two items were created to measure six key areas: • Management Support • Selection/Hiring Practices • Work Group Practices • Coworker Interactions • Development Opportunities • Value of Diversity

  3. Purpose and Administration of Climate Survey cont’d • Six items were added to measure organizational commitment. • One item evaluated the university’s efforts to create an environment where individuals feel welcomed and valued. • Survey was administered November 29 – December 17, 2004 and could be completed online or by hardcopy. • All items were answered on a scale of 1 (Strongly Disagree) to 5 (Strongly Agree).

  4. Response Rate • A total of 8,573 surveys were distributed to employees. • A total of 3,239 employees responded (39%).

  5. Overall Results • Reports show a mean average and percent positive for all categories.

  6. Welcomed and Valued • Employees feel welcomed and valued at Emory. • Overall rating - 60% positive • Males were more favorable (67%) than females (56%). • Employees who responded favorable: • less than two years experience (71%) • employees under 25 years of age (76%) • over 64 years of age (79%) • Blacks responded less favorably (49%).

  7. Value of Diversity • Employees recognize the importance/value of diversity. • 85% of employees recognized the importance of diversity in the workplace. • Gays/lesbians responded the most positive (90% positive). • Two groups responding the least positive were those identified as: • Trades/Crafts jobs (67%) • Service Maintenance jobs (72%)

  8. Organizational Commitment • 78% of employees indicated a strong commitment to the organization’s goals & objectives. • Respondents showed a willingness to pursue a long-term career with Emory, and • A willingness to go beyond what is expected to help the university be successful. • Group ratings were consistently high on commitment.

  9. Positive Findings • Management Support • Even if we hold differing viewpoints, my supervisor treats me with respect (79%). • I can communicate with a my supervisor through give-and-take discussions (74%). • Coworker Interaction • I do not have to compromise my values and beliefs around my coworkers (74%). • My coworkers acknowledge my job accomplishments (71%).

  10. Positive Findings cont’d • Development Opportunities • I am given opportunities to participate in job-related training (69%). • Work Group Practices • Special work arrangements are provided for employees with disabilities (68%).

  11. Negative Findings • Management Support • I get reliable information through Emory’s official lines of communications (24%). • Work Group Practices • Given my duties and responsibilities, the amount of pay I receive is fair (40%). • There is more emphasis on teamwork than on the interests of any one group (43%). • Rules are applied equally to everyone in my department (49%). • Development Opportunities • I am provided advise/support on how to enhance my career at Emory (43%).

  12. Group Results by Category • Overall, the following group differences were observed across category: • Faculty (70%) were more positive than staff (65%). • Executive/administrative managerial responded more favorably (70%) than service maintenance workers who responded least favorably (56%). • Early career (less than 2 years exp) and late career employees (20 years exp) were most positive, while employee with 2-5 years exp were least positive. • Part-time employee responded more positively than full- time employees.

  13. Group Results by Category cont’d • Males (69%) responded more favorably than females (65%) in all areas. • Except for “Value of Diversity” where females (87%) responded more favorably. • Whites (69%) and Hispanics (72%) responded the most positive, compared with Blacks (60%), Asians (67%), and American Indians (54%) who responded least positive. • By age, employees less than 25 years of age and employees 51 years of age or more were most positive. • The physically disabled responded least favorably (59%).

  14. Employee Suggestions and Ideas • A total of 3,079 comments were provided from 1,730 employees • Most frequently areas cited were: • Recruitment & Selection • Compensation and Benefits • Leadership • Communication

  15. Next Steps • Develop a communication plan • Distribute individual reports to Deans/VPs • Resources will be available from Human Resources to assist departments in: • Prioritizing issues • Identifying Major Themes • Reviewing comments themes or messages • Developing an action plan

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