ECSU UNC Employee Engagement Survey Presentation 112018...UNC System Strategic Plan –Human Capital ... participate in Engagement Survey administered by ... The role of faculty in

2018 UNC SystemEmployee Engagement

Survey Results

UNC System Strategic Plan – Human Capital

GoalThe University will systematically focus on recruitment, retention, and development of the most talented and diverse workforce possible at all levels over the next five years.

Metric Create an implementation plan (including the details of proposed data collection and metrics) to systematically measure — at all levels — engagement, retention, succession planning, and investment in professional development in order to promote System‐wide improvements in these areas.

Background

January/February 2018All permanent UNC full‐time employees invited to participate in Engagement Survey administered by ModernThink (Creators of “Great Colleges to Work For”)

Five Year Project by UNC System to help achieve goals of the UNC Strategic Plan

Summer/Fall 2018Institutions received initial reports from ModernThinkModernThink conducted workshops and consultations with engagement steering committee members from each institution and the UNC System Office

Background

Three Survey CyclesFirst ‐ 2018Second ‐ 2020 Third ‐ 2022

2018 ‐ Setting the BaselineEstablish targeted goals for incremental improvement in 2020 ‐ 2022Determine relationships to other HR metrics

New TerritoryBenchmarks compare individual higher ed institutions, not university systems

Background

Strongly Agree Agree Neither Agreenor Disagree Disagree Strongly Disagree

Survey Elements:60 Belief Statements17 Benefits Statements1 Multi‐Select Question2 Open‐Ended Questions10 Demographics Questions

Rating Scale:

Positive ScorePercent of employees selecting Strongly Agree or Agree for a survey item

15 Core Dimensions

Job Satisfaction/Support Policies, Resources & Efficiency

Faculty, Administration & Staff Relations

Teaching Environment Shared Governance Communication

Professional Development Pride Collaboration

Compensation, Benefits & Work/Life Balance

Supervisors/Department Chairs Fairness

Facilities Senior Leadership Respect & Appreciation

Response Guidelines

Response Options: Strongly Agree, Agree, Sometimes Agree/Sometimes Disagree, Disagree, Strongly Disagree, Not Applicable

Positive ResponsesStrongly Agree, Agree

Negative ResponsesStrongly Disagree, Disagree

Guideline Score Description Guideline Score75% + Very Good to Excellent < 10%

65 – 74% Good 10 – 14%

55 – 64% Fair to Mediocre 15 – 19%

45 – 54% Warrants Attention 20 – 29%

< 45% Poor 30% +

Response Rates

Job Category Total Responded Percentage

ALL Employees 333 197 59%

SAAO TIER 1 6 2 33%

SAAO TIER 2 28 19 68%

SHRA EXEMPT 23 17 74%

EHRA IRPS 42 27 64%

SHRA NON-EXEMPT 131 76 58%

FACULTY 103 56 54%

Job Category (Overall % Positive 1-60)

42%

44%

46%

49%

52%

SAAO Tier 2 (n=19)

EHRA IRPS (n=27)

Faculty (n=56)

SHRA Exempt (n=17)

SHRA Non-exempt (n=76)

Dimensions

67% 64% 61% 58% 55%

76%67%

72% 73% 70%

Pride Professional Development Supervisors/DepartmentChairs

Job Satisfaction/Support Facilities

2018 ECSU Overall 2018 UNC Core Population Aggregate

Dimensions

50% 47% 46% 45% 43%

62% 65%56% 57% 58%

Compensation, Benefits &Work/Life Balance

Teaching Environment Fairness Collaboration Respect & Appreciation


Dimensions

42% 41% 38% 36%30%

59%54% 56% 56% 58%

Policies, Resources &Efficiency

Communication Shared Governance Faculty, Administration &Staff Relations

Senior Leadership


Strengths

• Job Fit, Autonomy & Connection to Mission

• Professional Development

• Supervisor/Department Chair Competencies

Job Fit, Autonomy & Connection to Mission

Survey Statement2018 ECSU

Overall % Positive

2018 ECSU

Overall % Negative

2018 UNC Core Population Aggregate

% Positive


% Negative

1 My job makes good use of my skills and abilities. 70 11 77 6

2 I am given the responsibility and freedom to do my job. 66 13 82 5

47My supervisor/department chair supports my efforts to balance my work and personal life.

68 13 80 7

5 I understand how my job contributes to this institution's mission. 92 2 90 2

36 I am proud to be part of this institution. 70 7 80 4

Professional Development


Overall % Positive

2018 ECSU

Overall % Negative


% Positive


% Negative

6 I am given the opportunity to develop my skills at this institution. 58 20 71 10

10 I understand the necessary requirements to advance my career. 69 15 63 15

7I receive feedback from my supervisor/department chair that helps me.

61 15 67 13

Supervisor/Department Chair Competencies


Overall % Positive

2018 ECSU

Overall % Negative


% Positive


% Negative

24 I have a good relationship with my supervisor/department chair. 72 8 82 6

3 My supervisor/department chair makes his/her expectations clear. 65 16 72 10

15 My supervisor/department chair regularly models this institution's values. 59 20 74 9

19 My supervisor/department chair is consistent and fair. 58 19 69 12

20 My supervisor/department chair actively solicits my suggestions and ideas. 59 16 67 13

Opportunities (Improvement Areas)

• Resource Constraints

• Performance Management/Accountability

• Respect & Appreciation

• Diversity, Equity & Inclusion

• Communication & Collaboration

• Shared Governance

• Senior Leadership

Resource Constraints


Overall % Positive

2018 ECSU

Overall % Negative


% Positive


% Negative

4 I am provided the resources I need to be effective in my job. 39 26 60 13

28 My department has adequate faculty/staff to achieve our goals. 23 54 38 36

31 The facilities (e.g., classrooms, offices, laboratories) adequately meet my needs. 39 27 60 15

11 I am paid fairly for my work. 26 54 39 37

Performance Management/Accountability


Overall % Positive

2018 ECSU

Overall % Negative


% Positive


% Negative

17 Our review process accurately measures my job performance. 47 26 52 21

30Our orientation program prepares new faculty, administration and staff to be effective.

37 28 54 17

18 Issues of low performance are addressed in my department. 51 23 47 24

16 Promotions in my department are based on a person's ability. 39 37 49 25

Respect & Appreciation


Overall % Positive

2018 ECSU

Overall % Negative


% Positive


% Negative

9 I am regularly recognized for my contributions. 40 27 53 20

35 Our recognition and awards programs are meaningful to me. 34 34 39 29

52We celebrate significant milestones and important accomplishments at this institution.

46 17 68 8

37Senior leadership shows a genuine interest in the well-being of faculty, administration and staff.

29 44 54 18

Diversity, Equity & Inclusion


Overall % Positive

2018 ECSU

Overall % Negative


% Positive


% Negative

50This institution places sufficient emphasis on having diverse faculty, administration and staff.

59 12 70 10

45At this institution, people are supportive of their colleagues regardless of their heritage or background.

53 21 73 8

54 This institution has clear and effective procedures for dealing with discrimination. 58 18 70 10

Communication & Collaboration


Overall % Positive

2018 ECSU

Overall % Negative


% Positive


% Negative

8 When I offer a new idea, I believe it will be fully considered. 51 20 61 14

21In my department, we communicate openly about issues that impact each other's work.

53 21 60 15

22 Changes that affect me are discussed prior to being implemented. 32 36 45 22

43 At this institution, we discuss and debate issues respectfully to get better results. 27 40 50 16

Communication & Collaboration


Overall % Positive

2018 ECSU

Overall % Negative


% Positive


% Negative

13 We have opportunities to contribute to important decisions in my department. 52 19 60 15

23 People in my department work well together. 59 11 66 9

26 I can count on people to cooperate across departments. 44 18 54 12

58 There's a sense that we're all on the same team at this institution. 25 46 47 21

Shared Governance


Overall % Positive

2018 ECSU

Overall % Negative


% Positive


% Negative

38 The role of faculty in shared governance is clearly stated and publicized. 39 36 57 15

39Faculty are appropriately involved in decisions related to the education program (e.g., curriculum development, evaluation).

48 26 66 10

42Faculty, administration and staff are meaningfully involved in institutional planning.

26 37 44 20

46Faculty, administration and staff work together to ensure the success of institution programs and initiatives.

41 20 64 8

55 There is regular and open communication among faculty, administration and staff. 30 33 48 18

Senior Leadership


Overall % Positive

2018 ECSU

Overall % Negative


% Positive


% Negative

27 Senior leadership provides a clear direction for this institution's future. 32 33 55 17

41 Senior leadership communicates openly about important matters. 24 42 52 17

32Our senior leadership has the knowledge, skills and experience necessary for institutional success.

33 36 67 10

48 Senior leadership regularly models this institution's values. 34 34 66 10

56 I believe what I am told by senior leadership. 25 36 56 15

Participation Rates and Positive Engagement Ratings with Benchmarks

Institution ParticipationUNC Charlotte 71 %

NCSSM 67 %UNCSA 65 %FSU 60 %

UNC Asheville 60 %ECSU 59 %

System Office 58 %UNC Wilmington 58 %

WCU 55 %WSSU 55 %

Appalachian 54 %NC State 54 %

UNC Greensboro 54 %NCCU 52 %

UNC Pembroke 52 %N.C. A&T 50 %

ECU 38 %UNC‐CH 37 %

Voluntary Turnover Rate and Positive Engagement Ratings

This shows the institution overall positive engagement scores compared to voluntary turnover rates for each institution for FY 17‐18. The 7.5% median turnover rate is derived from CUPA‐HR 2017 turnover data for four‐year public institutions that are in the same Carnegie classifications as the UNC institutions.

Survey Dimensions by Institution

Next Steps

• Share Survey Results• Available on HR Webpage under

“Employee Engagement Survey”• Deploy Suggestions Survey

• Encourage Employees to Provide Suggestions on How to Improve Campus Climate

• Compile Results • Provide Results to Cabinet/Employees• Identify Suggestions for Possible

Implementation

Sharing Survey Results

Questions

Documents

ECSU UNC Employee Engagement Survey Presentation 112018...UNC System Strategic Plan –Human Capital ... participate in Engagement Survey administered by ... The role of faculty in