Highlights of the Staff Survey 2011 Cheryl Kershaw Director of Surveys and Research

Highlights of the Staff Survey 2011

Cheryl KershawDirector of Surveys and Research

Introduction

–Methodology–Participation– Employee engagement measures– Year on year changes–Areas for improvement–Areas of strength– Employee engagement index

Survey Participation and Response Rates in 2011

Response Rates

Total number of surveys issued Total number of surveys completed

3,184

2,199

Response Rate (All Staff) = 69% [62% in 2008]

Participation

City Campus West

City Campus East

Coach Lane Campus

London

Other (please specify)

56%

27%

15%

<1%

2%

Q21.7 What is your main work base/site?

Participation

42%

58%

Q21.8 What is your job category?

Academic Support

Response Rates

Academic Services

Campus Services

Corporate Communications and Development

Finance and Planning

Human Resources

IT Services

Marketing and Recruitment

International Development

Research and Business Services

University Secretary’s Office

Vice-Chancellor’s Office

Arts and Social Sciences

Built and Natural Environment

Computing, Engineering and Information Sciences

Design

Health, Community and Education Studies

Law

Life Sciences

Newcastle Business School

76%

40%92%

68%

73%

59%

81%

78%

69%

83%

50%

79%

64%

73%

82%

68%

66%

61%

68%

Response Rate (By School/Service)

Comparisons with other universities

• 6 top scores (5 are statistically significantly different)

• 79 scores above the median (52 were statistically significantly different)

• 22 scores on or around the ‘norm’ i.e. median• 41 below the median (22 were statistically

significantly different)• 2 of the lowest scores in the benchmark group

Benchmarking with 37 other universities

Employee Engagement

What is Employee Engagement …

It’s all about:

.. getting employees to “give it their all” - commitment

.. employees as advocates – ambassadors for the employer

.. becoming an employer of choice

.. improving productivity and quality of services…morale

Employee Engagement (High Score is a good result)

Question Northumbria University 2011

HEI Norm Agree %

Statistically Significant DifferenceAgree %

Q1.3 My immediate manager helps me find a good work-life balance 78% 74% YesQ2.1 The University is a good place to work 90% 91% NoQ2.3 My motivation at work is generally high 84% 86% NoQ2.6 I feel part of the University 80% 77% YesQ2.7 I feel valued by the University 56% 56% NoQ2.9 I feel valued by students/customers 92% 86% YesQ3.1 I feel the University delivers good quality service to students and other customers

92% 85% Yes

Q3.6 I understand what the values of the University are 78% 81% NoQ3.9 I feel proud to work for the University 89% 89% NoQ3.11b Would you recommend the University to a friend...as a place to work?

75% 75% No

Employee Engagement (High Score is a good result)Question Northumbria

University 2011HEI Norm Agree %

Statistically Significant Difference

Agree %

Q4.1a The Vice-Chancellor's Executive Group...manage and lead the University well (excludes don’t knows)

73% 72% No

Q5.2 I am satisfied with my current role and level of responsibility 72% 74% NoQ6.2h My team leader/line manager/immediate supervisor...keeps me informed about things I should know about

76% 74% No

Q7.2 Have you had an appraisal in the last 12 months? 73% 83% YesQ9.4 I feel fairly paid for the work I do 74% 68% YesQ10.4e I feel safe and secure in my working environment 94% 93% NoQ11.1 Do you know how to report accidents and incidents? 71% 68% YesQ12.3 I am satisfied with the support I get from my immediate manager

81% 78% Yes

Q15.2a On the whole, communication in the University is effective 67% 63% YesQ17.4 I am satisfied with my current level of learning and development

72% 71% No

Employee Engagement (Low Score is a good result)

Question Northumbria University

2011

HEI Norm

Agree %

Statistically Significant Difference

Agree %

Q12.11 Overall I feel unduly stressed at work 25% 28% YesQ13.1 Do you feel you are currently being harassed or bullied at work?

4% 5% No

Q14.6 Have you felt discriminated against at work in the last 12 months?

8% 10% Yes

Q18.1 I often think about leaving the University 29% 35% YesQ19.10 Generally...more could be done to help staff prepare for and cope with change

71% 74% Yes

Year on Year Comparison

Year on Year Comparison

• A year-on-year comparison of questions which can be measured has revealed 95 issues were statistically significantly different; – 19 issues deteriorated – 76 issues had improved

Top Improvements Question

2011 Agree

(%)

2008 Agree

(%)

Difference (Percentage

Points)

Q11.3a Have you received any health and safety training in the last 12 months? (e.g. Fire training, lifting and handling, COSHH, etc.)?

71% 30% 41%

Q10.4g I have a place I can go for rest or recreation at work 59% 46% 13%

Q16.6b I feel there is good co-operation and collaboration...between different departments

51% 39% 12%

Q3.10b I feel the University is doing a good job of...retaining its most talented people

55% 45% 10%

Q15.2c On the whole, the different parts of the University communicate effectively with each other

44% 35% 9%

Q6.2i My team leader/line manager/immediate supervisor...deals with poor performance effectively

67% 59% 8%

Q1.1 I am able to work regular working hours without any problems 82% 74% 8%Q17.1 My development needs are regularly reviewed 61% 53% 8%Q4.1g The Vice-Chancellor's Executive Group...build strong, co-operative links with other organisations

54% 47% 7%

Q1.2 The University provides good support to help me balance my work and personal commitments

76% 69% 7%

Q1.3 My immediate manager helps me find a good work-life balance 78% 71% 7%

Q10.4a I have a comfortable work space (including temperature, lighting, etc.) 67% 60% 7%

Q5.7 I have enough freedom to do what is necessary to put students/customers first every time

70% 63% 7%

Deteriorations Question 2011

Agree (%)2008

Agree (%)Difference

(Percentage Points)

Q5.11 I feel that too many approvals are needed for routine decisions 75% 62% 13%Q19.4 I believe that recent changes have delivered business improvements 50% 63% -13%Q19.5 I believe that recent changes have had a positive impact 49% 62% -13%Q19.11 Generally...I have seen some positive changes in the last 12 months 65% 76% -11%Q3.8 The values of the University are moving in a direction that I support 70% 79% -9%Q4.1a The Vice-Chancellor's Executive Group...manage and lead the University well 40% 49% -9%

Q4.1c The Vice-Chancellor's Executive Group...supports new ideas for improving services for students/customers

39% 48% -9%

Q17.6 In the past 12 months, have you taken part in any type of training, learning or development paid for or provided by the University?

73% 81% -8%

Q2.10 I feel my job security at the University is good 73% 80% -7%Q19.8 Generally...the process of change causes me concern and worry 44% 38% 6%Q19.12 Generally...I think things will improve in the next 12 months 54% 60% -6%Q19.13 Generally...I think that senior management will act on the results of this survey 50% 56% -6%

Q18.3 As soon as I can find another job, I will leave the University 16% 12% 4%Q18.5 I feel that there are opportunities for career progression for me in the University 45% 49% -4%

Q9.5 The University offers good pension schemes (e.g. Local Government Pension, Teachers' Pension and Universities Superannuation Schemes)

94% 97% -3%

Q4.1e The Vice-Chancellor's Executive Group... are focused on meeting the needs of students/customers

57% 60% -3%

Q17.5a I am able to access learning and development opportunities (even if I don't take them up) that further improve...my professional skills

81% 84% -3%

Q18.2 I will probably look for a new job in the next 12 months 26% 23% 3%Q19.7 Generally...change within the University is managed well 59% 62% -3%

Areas for Improvement

Areas for improvement

• Workload and bureaucracy• Managing change • Staff who are considering leaving and

career progression• Communication• Leadership/visibility of senior managers

Workload and bureaucracy

Q5.11 I feel that too many approvals are needed for routine decisions

Q12.7 I am required to do unimportant tasks which prevent me completing more important ones

44%

21%

31%

29%

18%

35%

6%

15%

Agree Tend to Agree Tend to Disagree Disagree

Managing change

Q19.4 I believe that recent changes have delivered business improvements

Q19.5 I believe that recent changes have had a positive impact

Q19.9 There is too much local change for change sake

Q19.10 More could be done to help staff prepare for and cope with change

10%

11%

17%

20%

40%

38%

35%

51%

34%

34%

35%

23%

15%

17%

13%

6%


Considering leaving & career progression

Q18.4 I would like to move to a new role within the University

Q18.5 I feel that there are opportunities for career progression for me in the University

17%

14%

25%

31%

26%

31%

32%

23%


Considering leaving & career progression

Because I am unhappy with my current job

To take up a new role within the University

to develop my career at another education institution

to change my career

to develop my career in the private/commercial sector

to develop my career at another public sector institution

family or personal reasons

Other

to develop my career at a research institution

Retirement

to pursue full-time studies

40%

36%

31%

25%

20%

16%

14%

14%

10%

7%

2%

Q18.7 If you are considering leaving your job, please indicate why this would be:

Communication

Q15.2c On the whole, the different parts of the University communicate effec-tively with each other

Q15.2d I feel I know what is going on across the University

10%

8%

34%

35%

42%

41%

14%

15%


Senior management

14%

36%

28%

22%

Q19.13I think that senior management will act on the results of this survey

AgreeTend to Agree Tend to DisagreeDisagree

Staff’s comments and suggestions for improvement

• Communication (610 respondents)• Feeling valued/supported (484 respondents)• Job satisfaction (411 respondents)• Relationships/cooperation (394 respondents)• Management – immediate and local (376

respondents)

Areas of strength

Areas of StrengthStaffs’ most positive perceptions

Pay and benefits Quality serviceClarity of roles and

responsibilities Working together

Equality and diversity Work life balance Management Feeling valued

Working environment Learning and development Job satisfaction

Pay and benefits

Q9.1 I feel fairly paid in relation to people doing similar jobs for other local employers

Q9.2 I feel fairly paid in relation to other staff at the University

Q9.3 I feel fairly paid in relation to similar roles nationally in universities

Q9.4 I feel fairly paid for the work I do

Q9.5 The University offers good pension schemes

Q9.6 The University offers a good sick pay scheme

Q9.7 Holiday entitlement at the University is good

Q9.8 The University has generous maternity/paternity entitlements

Q9.9 Overall I feel the University offers a good pay and reward package

49%

40%

42%

41%

56%

62%

73%

51%

52%

34%

33%

39%

33%

38%

35%

24%

39%

38%

11%

18%

14%

18%

4%

2%

2%

6%

8%

5%

8%

5%

7%

2%

1%

1%

4%

2%


Equality and diversity

a people of different genders

b people of different nationality/ethnicity

c people who are disabled and not disabled

d people of different ages

e people of different sexual orientation

f people of different religions

69%

69%

67%

63%

70%

69%

28%

28%

29%

29%

28%

28%

2%

2%

3%

7%

1%

2%

1%

1%

1%

2%

Q14.5 The University respects equally:


Working environment

Q10.1 I am satisfied with my working environment

Q10.2 I am satisfied with the physical accomodation provided for teaching students

Q10.4b I have a clean work space

Q10.4c I have the right equipment to do my job

Q10.4e I feel safe and secure in my working environment

40%

34%

50%

51%

59%

35%

42%

39%

39%

35%

15%

14%

7%

8%

4%

10%

9%

3%

3%

2%


Quality service

Q3.1 I feel the University delivers a good quality service to students and other customers

Q3.2 I feel my School/service delivers good quality service to students and other customers

Q5.4 I am encouraged and supported to show a personal commitment to meeting the needs of students/customers

40%

48%

50%

52%

43%

34%

6%

6%

12%

2%

2%

5%


Working together

47%

42%

9%2%

Q12.4 I am satisfied with the support I get from my work colleagues

AgreeTend to Agree Tend to DisagreeDisagree

Work life balance

Q1.1 I am able to work my regular working hours without any problems

Q1.2 The University provides good support to help me balance my work and personal commitments

Q1.5 I am happy with my current pattern of work

55%

36%

46%

27%

40%

33%

11%

16%

13%

6%

7%

8%


Feeling valued

Q2.5 I feel part of my School/Service

Q2.6 I feel part of the University

Q2.8 I feel valued by my collegaues

Q2.9 I feel valued by students/customers

38%

37%

42%

39%

38%

43%

46%

47%

16%

16%

10%

12%

8%

4%

3%

2%


Staff’s comments on what they like about working at Northumbria University

• Job satisfaction (769 respondents)• Pay and benefits (746 respondents)• Relationships/cooperation (687 respondents)• Feeling valued/supported (450 respondents)• Job security (367 respondents)

Employer of Choice

Employer of choice

Q2.1 The University is a good place to work

Q2.2 Generally, I enjoy my work

Q3.9 I feel proud to work for the University

53%

52%

41%

37%

39%

48%

7%

6%

9%

3%

2%

2%


Employer of choice

• Employee Engagement Index (KPI) at 3.41 in 2011 (was 3.21 in 2008). A score of 3.00 or above indicates an organisation to be considered an Employer of Choice.

• Responses relating to the questions on whether ‘the organisation is a good place to work’ are generally linked to staff views of what might happen in the next 12 months and what has happened in the last 12 months.

• How change is managed, communicated and explained in the organisation is key to maintaining good employee engagement and avoiding ‘survivor syndrome’ in businesses where significant change takes place.

Questions?

Focus for 2012 Actions

• Workload and bureaucracy• Managing change • Staff who are considering leaving and

career progression• Communication• Leadership/visibility of senior managers

Documents

Highlights of the Staff Survey 2011 Cheryl Kershaw Director of Surveys and Research