employee survey 2019 results - flagstaff.az.gov

Employee Survey2019 Results

Champions of Team Flagstaff

2019 Employee Survey

• 7/1-10/31 2019 (Pre-COVID)

• 16 questions

o Baseline questions from previous three surveys

• Open to all City employees

• 461 Respondents (up from 434 in 2017)

2019 Overall Results

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10.00%

20.00%

30.00%

40.00%

50.00%

60.00%

70.00%

80.00%

90.00%

Data Compilation - Quantitative

2019 Survey results

Compiled

Previous Results

Comparison

Present Findings

Data Compilation – Qualitative

2019 Survey Comments Analyzed by Champions

of Team Flagstaff

Positive and Negative themes

Extrapolated

Present Findings

Solutions

People care about each other at the City of Flagstaff.

0.00%

10.00%

20.00%

30.00%

40.00%

50.00%

60.00%

Strongly Agree Agree Neutral Disagree Strongly Disagree

2019 Survey 2017 Survey 2015 Survey 2013 Survey

2019: 73%2017: 65%2015: 62% 2013: 64%

2019: 9%2017: 12%2015: 14% 2013: 12%

+8

-3

What have you experienced that shows employees care about each other?

52%

14%

7%

12%

11%4%

The People

The Interdepartmental Staff Support

The Work Environment

Feel Unsupported

Interdepartmental Strain is present

Car-to-work mindset

19% Response Rate

I am appreciated when I put in extra effort.

0.00%

10.00%

20.00%

30.00%

40.00%

50.00%

60.00%



2019: 60%2017: 53%2015: 51% 2013: 59%

2019: 16%2017: 20%2015: 22% 2013: 21%

+7

-4

Describe a time you were appreciated by another co-worker and the type of recognition you received.

43%

5%7%

17%

14%

14%

Small tokens of appreciation

City Manager Award / WOWAward

On The Spot Recognition

Only by a coworker

Not acknowledged or recognizedfor efforts

Hardwork backfires

18% Response Rate

I expect that I will still be working for the City of Flagstaff in 5 years.

0.00%

5.00%

10.00%

15.00%

20.00%

25.00%

30.00%

35.00%

40.00%



2019: 53%2017: 48%2015: 54% 2013: 60%

2019: 23%2017: 27%2015: 22% 2013: 22%

+5

-4

If you do not anticipate working for the City in 5 years, please state why (moving, retiring, seeking other employment, total

compensation, cost of living, etc.)

27% Response rate

29%

19%22%

16%

14% Retirement

I want to stay with the City

Compensation

Cost of Living

Advancement Opportunity

27% Response Rate

I am able to handle my workload without burnout.

0.00%

5.00%

10.00%

15.00%

20.00%

25.00%

30.00%

35.00%

40.00%

45.00%

50.00%



2019: 55%2017: 51%2015: 48% 2013: 56%

2019: 24%2017: 29%2015: 26% 2013: 23%

+4

-5

How can your workload be better managed to eliminate burnout?

64%

19%

17%

More Staff

Instill retention

Emphasize supervisory support

I am empowered to engage in problem-solving without having to go through several levels of

approval.

0.00%

5.00%

10.00%

15.00%

20.00%

25.00%

30.00%

35.00%

40.00%

45.00%

50.00%



2019: 14%2017: 16%2015: 22% 2013: 8%

2019: 72%2017: 69%2015: 64% 2013: 74%

-4

+3

How does (or could) your supervisor empower you?

32%

13%

9%

19%

12%

6%

9%

33% Response Rate

Trust

Empower/Encourage

Communication

Beauracracy

Trust

Resistant to Change

Beauracracy/ Communication

I am recognized when I do good work.

0.00%

10.00%

20.00%

30.00%

40.00%

50.00%

60.00%



2019: 64%2017: 61%2015: 56% 2013: 59%

2019: 14%2017: 17%2015: 21% 2013: 17%

-3

+3

Give an example of effective recognition you have received.

50%

13%

3%

18%

11%5%

Words of appreciation &acknowledgement

Nomination for or recipient of award

Recognition from other departmentsand/or the public

Do not receive recognition

No consistent system for recognition

Extra effort backfires

21% Response Rate

There is open, two-way Communication City wide.

0.00%

5.00%

10.00%

15.00%

20.00%

25.00%

30.00%

35.00%

40.00%



2019: 37%2017: 36%2015: 37% 2013: 33%

2019: 26%2017: 31%2015: 29% 2013: 32%

-5

+1

What have you experienced that shows you there is open, two-way communication?

22%

15%

5%22%

21%

15%

Department communicateseffectively

Interdepartmental communication

I can discuss ideas/feedback

Interdepartmentalcommunucation is weak

Weak top-down communication

Feedback, if received, is notaddressed

21% Response Rate

I believe there is a succession plan in place and I will be able to advance during my employment

at the City.

0.00%

5.00%

10.00%

15.00%

20.00%

25.00%

30.00%

35.00%

40.00%



2019: 33%2017: 27%2015: 25% 2013: 30%

2019: 39%2017: 38%2015: 42% 2013: 39%

+1

+6

What are the indicators there is a succession plan in place in your workgroup?

21%

6%

29%

16%

11%

11%

6%

32% Response RateAdvancement opportunity

Training or mentoring

Advancement opportunity

Knowledge of plan

Compensation/Promotions

Training or mentoring

Don't know of plan, or how toadvance

The City of Flagstaff provides effective training in areas of need.

0.00%

5.00%

10.00%

15.00%

20.00%

25.00%

30.00%

35.00%

40.00%

45.00%



2019: 50%2017: 48%2015: 39% 2013: 55%

2019: 17%2017: 20%2015: 28% 2013: 18%

-3

+2

What City-sponsored trainings would you like to see offered in the future?

29%

18%14%

14%

14%

11%

Job Specific

Diversity and Inclusion

Microsoft

Supervisor & Leadership

Other

Customer Servivce

21% Response Rate

Overall, I enjoy coming to work every day.

0.00%

10.00%

20.00%

30.00%

40.00%

50.00%

60.00%



2019: 77%2017: 76%2015: 73% 2013: 79%

2019: 7%2017: 10%2015: 10% 2013: 7%

-3

+1

Explain what you enjoy about coming to work every day (i.e. you enjoy the work you do, your team is fun to work with, the

work you dois fulfilling, etc.)

43%

34%

5%

9%

5% 4%

Coworkers/environment

The Work itself/job fulfillment

The job challenge

Lack of upper-managementsupport and/or recognition

Workload/understaffed/stressed

Compensation

30% Response Rate

Promotions are awarded fairly.

0.00%

5.00%

10.00%

15.00%

20.00%

25.00%

30.00%

35.00%

40.00%



-4

2019: 38%2017: 40%2015: 33% 2013: 31%

2019: 23%2017: 27%2015: 36% 2013: 34%

-2

Promotions Awarded Fairly Comments

12%

37%

22%

7%

4%

18%

27% Response Rate

Promotion Opportunity

Pay & Promotions not Equitable

Promotion Opportunity

Process too Cumbersome

Transfers only AdvancementOpportunity

Don't know

My direct supervisor motivates me to perform my best.

2019: 78%2017: 77%2015: 72% 2013: 70%

2019: 9%2017: 9%

2015: 17% 2013: 12%

0.00%

5.00%

10.00%

15.00%

20.00%

25.00%

30.00%

35.00%

40.00%

45.00%

Strongly Agree Agree Neutral Disagree Strongly Disagree2019 Survey 2017 Survey 2015 Survey 2013 Survey

+1

What type of motivation inspires you to do your best work?

28%

28%

19%

17%

6%

2%49% Response Rate

Acknowledgement

Leadership

Transcendence - Greatergood

Empowerment

Money

Rewards other thanMoney

The feedback I receive regarding my performance helps me to improve the quality of

my work.

2019: 67%2017: 68%2015: 62% 2013: 60%

2019: 12%2017: 13%2015: 18% 2013: 15%

0.00%

5.00%

10.00%

15.00%

20.00%

25.00%

30.00%

35.00%

40.00%

45.00%

50.00%



-1

-1

What types of feedback have you received in order to improve the quality of your work?

33%

20%

2%

2%

28%

11%4%

31% Response RateConstructive criticism

Positive feedback

Communication

Other-data based, outside orpublic inputLittle or no support

Review System inconsistent,ineffectiveSelf-feedback

Citywide we are accomplishing our mission and upholding our values.

0.00%

10.00%

20.00%

30.00%

40.00%

50.00%

60.00%



2019: 52%2017: 54%2015: 57% 2013: 60%

2019: 16%2017: 15%2015: 14% 2013: 12%

+1

-2

What demonstrates that we are accomplishing our mission and values?

20%

17%

7%16%

19%

12%

7%

2%

23% Response Rate

Service Levels

Employee Engagement

Leadership/Alignment to Mission

Leadership

Alignment to Mission/goals

Service Levels

Employee Engagement

Compensation- Pay Equity

Compared to others in my line of work, I am paid fairly.

0.00%

5.00%

10.00%

15.00%

20.00%

25.00%

30.00%

35.00%



2019: 24%2017: 28%2015: 27% 2013: 26%

-4

2019: 55%2017: 53%2015: 53% 2013: 59%

+2

Paid Fairly Comments:

2%

55%25%

13%

5%

36% Response Rate

Paid Fairly

Pay too low, under market

Pay not aligned to responsibility orexperience

Pay scales not equitable;Advancement not clearly defined

Don't know

Aside from compensation, what would improve your experience as an employee of the City of

Flagstaff?

30%

23%19%

11%

8%

9%

Communication

Benefits (medical, amenities,vacation)

Appropriate workload & staffing

Clear succession plan,training/advancement opportunities

Work Environment (cleanliness,amenities, safety)

Recognition

56% Response Rate

Top Strengths and Improvement Areas

Strengths:

• Team Flagstaff

• Recognition

Improvements:

• Compensation

• Communication

• Recognition

Next Steps:

Present findings to Extended Leadership

Present Findings to Council

Al l Staff Presentation

Conduct analysis to create ini tiatives

Create Champions Subcommittees to implement

ini tiatives

Evaluate improvements on 2021 survey

Questions?

Suggestions? Send them to [email protected]

employee survey 2019 results - flagstaff.az.gov

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