Copyright © 2012 Harvard Human Resources All Rights Reserved

Copyright © 2012 Harvard Human Resources All Rights Reserved.

Copyright © 2012 Harvard Human Resources All Rights Reserved.

The Harvard 2011 Staff Pulse SurveySEAS

Survey Response Rate

School Rate

SEAS 66%

HBS 85%

FAS 61%

SPH 58%

HLS 58%

HMS 51%

Copyright © 2012 Harvard Human Resources All Rights reserved

Emotional and intellectual commitment

Hearts and minds

Driver of sustained Universityperformance


• Tell others great things about working here

• Are unlikely to pursue employment outside the University

• Feel very motivated to contribute to the University’s performance

• Contribute more than non-engaged staff

Engaged Harvard Staff:

What is Engagement?

How Engagement is Measured | Drivers

Opportunities• Future Opportunity• Learning & Development

• Day-to-Day Work• Resources/Processes

Work

Organizational Practices• Diversity• Performance Review

Process• Organizational

Reputation

Quality of Life• Work/Life Balance• Work Environment

Total Rewards• Pay• Benefits• Recognition

People• University Leadership• Local Leadership• Immediate Manager/

Supervisor• Coworkers/WorkgroupEngagement

Engagement

SAY

STAY

STRIVE

EngagementEngagement Drivers of EngagementDrivers of

Engagement

ACTION AREASBEHAVIORS


Variance2008 vs

2011

Harvard2011

Harvard 2008

Harvard 2006

U.S. Average

Benchmark

U.S. Best Employer

Benchmark

Say

I would not hesitate to recommend Harvard to a friend seeking employment

-2 78% 80% 71% 66% 81%

Given the opportunity, I tell others great things about working here

- 75% 75% 65% 64% 81%

Stay

It would take a lot to get me to leave Harvard -1 65% 66% 56% 58% 74%

I rarely think about leaving this organization -3 54% 57% 48% 52% 68%

Strive (Harvard Custom Questions)

I regularly go “above and beyond” at work +4 87% 83% 80% N/A N/A

I do my best work every day +2 87% 85% 80% N/A N/A

Strive (Aon Hewitt Standard Questions)

This organization motivates me to contribute more than is normally required to complete my work

-8 53% 61% N/A 55% 73%

This organization inspires me to do my best work every day

-8 53% 61% N/A 59% 76%

Individuals Report Working Harder Despite Erosion of Employer Relationship

6Copyright © 2012 Harvard Human Resources All Rights reserved

Overall Pulse Survey Results

Staff engagement level remained at 75%– Stay and Say scores held or declined; Strive scores increased – Harvard engagement score held overall, despite tough economic

environment globally and inside Harvard– Engagement in areas with recent, transformative organizational change

tended to be down


Increased Scores:• Coworkers (+11)• Benefits (+9)• Communication (+5)

Decreased Scores:• University leadership (-14)• Resources and processes (-14)• Career opportunities (-12)

Schools are Clustered Around Average

81%

HBS79% DIV

80%

GSD71%

GSE81%

HKS74%

HLS65%

SEAS

71%HMS78%

RIAS

79%

SPH71%

FAS73%

Harvard University 2011 Score (75%)

65%

75%


School (n) 2011 2008 Change

Harvard Graduate School of Education 308 81% 76% 5

Harvard Divinity School 79 80% 65% 15

Radcliffe Institute for Advanced Study 80 79% 89% -10

Harvard Business School 696 79% 76% 3

Harvard Medical School 800 78% 77% 1

Harvard Kennedy School 331 74% 72% 2

Faculty of Arts & Science 1,676 73% 73% -

School of Engineering & Applied Sciences 113 71% 67% 4

Harvard Graduate School of Design 104 71% 69% 2

Harvard School of Public Health 447 71% 77% -6

Harvard Law School 285 65% 69% -4

Harvard Overall 7,333 75% 75% -

2011 vs. 2008 Engagement for Schools


Overall Engagement Scores


SEAS

Harvard

US Best Employer B

enchmark

US Average Employer Bench

mark

62%

75% 77%

59%67%

75% 77%

59%

71% 75% 77%

59%

200620082011

Engagement Scores by Age


25-34 35-44 45-54 55-64

57%

63%67%

70%

64%

74%

56%

81%

61%

75%

65%

200620082011

Engagement Scores by Gender


Female Male

60%65%64%

70%72%69%

200620082011

Engagement Scores by Salary Grade


68% 61%66% 65%70% 73%60%

200620082011

Engagement Scores by Union Status


HUCTW Non-Union

66% 66%70% 71%

200620082011

Favorability Scores


Top 2 Scores

Bottom 2 Scores

<50% Favorable

SEAS % 2011

Harvard % 2011

Benefits 88 86Coworkers 72 72Diversity 67 76Day-To-Day Work 67 66Learning and Development 66 71University Reputation 63 74Manager 60 66Quality of Life 60 62Pay 56 52Communication 53 61University Leadership 49 56Resources and Processes 49 55Career Opportunities 48 41Performance Management 46 57Recognition 41 48Local Leadership 39 50

Action Items from 2008 Survey

Action Items from 2008 Survey

Local Leadership• Use of SEAS Intranet• Communication forums

(All Hands, small group meetings)

• Opportunities for voluntary get-togethers

Performance Management

• Revised PDP• Focus groups to evaluate

Career Opportunities• In-house trainings• Communications about

programs in place

University-Wide• Harvard Heroes• Best Practice open sharing

sessions

Survey Questions

Recognition

I receive appropriate recognition for my contributions and accomplishments.

Local Leadership

I see strong evidence of effective local leadership.

Performance Management

The performance review process has been helpful to me in understanding how well I am doing in my current job.

Career Opportunities

My future career opportunities here look good.

Resources and Processes

The tools and resources I have allow me to be as productive as possible.

urces and Processes

The tools and resources I have allow me to be as productive as possible.


Where do we go from here?Select an interest area and tell us your ideas

• Recognition• Local Leadership• Performance Management• Career Opportunities • Resources and Processes

What’s working continue

What’s not working stop

New ideas start

What’s next?

1. What should we continue?

2. What’s not working?

3. What new ideas do you have that could raise the favorability scores in these areas?


Documents

Copyright © 2012 Harvard Human Resources All Rights Reserved