findings from 2014 staff satisfaction survey
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Findings from 2014 Staff Satisfaction Survey. April 8, 2014. Agenda. Research Overview Key Survey Findings Conclusions. Research Overview. Research Overview. Research Overview. Minor updates from 2013 questions Invited all staff and faculty to participate - PowerPoint PPT PresentationTRANSCRIPT
Findings from 2014 Staff Satisfaction
SurveyApril 8, 2014
AgendaResearch OverviewKey Survey FindingsConclusions
RESEARCH OVERVIEW
Research Overview
Research OverviewMinor updates from 2013 questions Invited all staff and faculty to
participate 82 out of 119 responded (about
70%) Margin of error is ±6% at a 95%
confidence level
Respondent Profile
Cross-tabulations by each characteristic is provided in the report’s appendix.
Length of time with NAS Work Area 1 year or less 32% Nonprofit office 14%2-3 years 30% Teaching staff 50%4-5 years 16% Non-teaching staff 31%6 or more years 22% School management 5%
School Shift Aurora 34% Days 64%Thornton 23% Nights 9%Lakewood 21% Both 27%Non-profit office 13% Returning in 2013/2014 New America College 9% Yes 79%
No 5% Unsure 16%
KEY FINDINGSDetailed Findings
Interpretation of ResultsAgreement Questions Rating Questions Pos/Neg Questions Value
Strongly agree Very good Very positive +5.0
Somewhat agree GoodSomewhat
positive +2.5
Don't know/Not applicable Fair Don't know 0.0Somewhat disagree Poor
Somewhat negative -2.5
Strongly disagree Very poor Very negative -5.0
General Ratings - 2014 All
responsesIn general, how would you describe staff morale at NAS? 2.0
Overall, how would you rate your specific school? 2.8
Overall, how would you rate your job? 2.9
How would you rate the school's overall reputation with the community? 1.8Overall, how would you rate NAS as an organization? 2.2
Working at New America School is good for most faculty and staff
All responses
In general, how would you describe staff morale at NAS? 2.0
Overall, how would you rate your specific school? 2.8
Overall, how would you rate your job? 2.9
How would you rate the school's overall reputation with the community? 1.8Overall, how would you rate NAS as an organization? 2.2
Change Since 2013 All
responsesIn general, how would you describe staff morale at NAS? 0.5
Overall, how would you rate your specific school? 0.7
Overall, how would you rate your job? -0.2
How would you rate the school's overall reputation with the community? 0.7
Overall, how would you rate NAS as an organization? 0.1
Most ratings of the organization increased slightly, but ratings of job
decreased
General Ratings by Location
Overall Aurora Thornton
Lakewood
Non-profit Office
New Americ
a Colleg
e
In general, how would you describe staff morale at NAS? 2.0 2.1 0.0 2.7 2.8 3.6Overall, how would you rate your specific school? 2.8 2.7 1.6 3.0 - 3.9Overall, how would you rate your job? 2.9 2.4 2.0 3.6 4.1 3.6How would you rate the school's overall reputation with the community? 1.8 1.1 1.7 1.8
-3.6
Overall, how would you rate NAS as an organization? 2.2 1.3 1.7 2.8 3.6 3.2
Highest overall ratings at New America College
Lowest overall ratings at Thornton
Change Since 2013
OverallAurora Thornton
Lakewood
In general, how would you describe staff morale at NAS? 0.5 1.1 -1.3 1.0Overall, how would you rate your specific school? 0.7 1.0 -0.7 0.7
Overall, how would you rate your job? -0.2 -0.5 -1.0 0.5
How would you rate the school's overall reputation with the community? 0.7 0.8 0.1 0.8Overall, how would you rate NAS as an organization? 0.1 -0.2 -0.4 0.5
Ratings improved at Aurora and Lakewood
Ratings decreased at Thornton
Averages by Operations Area
Board of Directors
Professional Opportunities to Learn, Grow, and Advance
Executive Leadership
Student Learning and Discipline
Curriculum
Mission, Goals, and Policies
Parents and Community
Compensation
Communication
Co-workers
Facilities, Supplies, and Maintenance
HR, Accounting, and Payroll
0.0 1.0 2.0 3.0 4.0
1.1
1.5
1.6
1.6
1.6
1.7
1.7
2
2
2
3.2
3.5
2014 Results
Change Since 2013
Professional Opportunities to Learn, Grow, and Advance
HR, Accounting, and Payroll
Communication
Executive Leadership
Board of Directors
Parents and Community
Co-workers
Compensation
Student Learning and Discipline
Mission, Goals, and Policies
Facilities, Supplies, and Maintenance
Curriculum
-0.2 0.0 0.2 0.4 0.6 0.8 1.0
0.1
0.2
0.2
0.3
0.4
0.6
0.7
0.7
0.9
0.9
Mission
2010 2011 2012 2013 20140
1
2
3
4
The NAS mission to empower new immigrants, English language learners, and academically underserved students, matches the reality of who we serve.
Our mission has expanded/changed in the past 2 years.
-5 =
"st
rong
ly d
isag
ree"
+5
= "
stro
ngly
agr
ee"
Evaluating Change in Mission
2010 2011 2012 2013 20140
1
2
3
You mentioned previously that you believe the mission has changed. Do you feel that change has been…
-5 =
"ver
y ne
gativ
e"
+5 =
"ver
y po
sitiv
e"
Mission has changed, and the change is good
Board of Directors
2010 2011 2012 2013 20140
1
2
The Board of Directors of NAS does a good job in providing oversight of the NAS mission.
The Board of Directors of NAS does a good job in providing oversight of Central Administrative Senior Leadership.
-5 =
"st
rong
ly d
isagr
ee"
+
5 =
"str
ongl
y ag
ree"
Ranked lowest, but positive and improving
Executive Leadership
2010 2011 2012 2013 20140
1
2
3
The principal provides leadership to teachers.
The principal provides leadership to non-teaching staff.
The principal accepts criticicism and concerns from staff.
Central Administrative Senior Leadership does a good job of leading the organization.
Central Administrative Senior Leadership is responsive to the needs and problems of staff.
The principal visits my classes and provides helpful instructional support.
Central Administrative Senior Leadership's visibility in the schools is appropriate and satisfactory.
-5 =
"st
rong
ly d
isagr
ee"
+
5 =
"str
ongl
y ag
ree"
Compensation
2010 2011 2012 2013 2014-2
-1
0
1
2
3
4
The benefits are fair and in line with what is expected for similar organizations.My pay is fair and is what to be expected for my position.The administration places a high value on recruiting and retaining high-quality teachers.NAS recognizes my contributions in non-monetary ways that make me feel appre-ciated.I receive fair and adequate raises.
-5 =
"st
rong
ly d
isagr
ee"
+
5 =
"str
ongl
y ag
ree"
Communication
2010 2011 2012 2013 2014-1
0
1
2
3
4
The school communicates with me to adequately inform me of meetings, new rules, and other important items.
The nonprofit management office communicates information about HR, accounting, school policy, and other important business that affects my job.
The school communicates with parents and other family members of students.
School-to-school communication is helpful, informative, and keeps me aware of the overall organization.
Other school districts and schools know about NAS and refer students if appropriate.
-5 =
"st
rong
ly d
isagr
ee"
+
5 =
"str
ongl
y ag
ree"
CONCLUSIONS
Conclusions
Key Findings Working at NAS is good for most
High ratings of Job and School
Working at NAS is getting better for most Greatest improvements in School and Reputation
Ratings increased at Aurora and Lakewood but dropped at Thornton
HR and Facilities rank highest Faculty and staff feel safe
Key Findings Biggest improvements in…
Curriculum Facilities Learning & Discipline Mission & Policies
Board of Directors ranked lowest but still positive and improving
The mission has changed, and the change is good
Q&A
Q&A
Statement Score Statement Score Statement Score
Mission, Goals, and Policies 1.7 Executive Leadership 1.6 Student Learning and Discipline 1.6
The NAS mission to empower new immigrants, English language learners, and academically underserved students, matches the reality of who we serve.
3.4 The principal visits my classes and provides helpful instructional support. 1.1 Student learning is paramount at NAS. 2.8
Our mission has expanded/ changed in the past 2 years. 2.4 The principal accepts criticicism and concerns from staff. 2.1 Students are held to high disciplinary standards. 0.5
NAS management articulates its overall organizational goals. 1.7 The principal provides leadership to teachers. 2.4 The school provides adequate intervention strategies to assure students attend class. 1.6
NAS regularly implements its goals. 1.8 The principal provides leadership to non-teaching staff. 2.1 The school does all it can to prevent dropouts. 2.6
NAS policies are clearly articulated. [2012-2014] 1.6 Central Administrative Senior Leadership's visibility in the schools is appropriate and satisfactory. 0.5 Disruptive students are dealt with adequately. 1.1
NAS policies are clearly followed. [2012-2014] 0.9 Central Administrative Senior Leadership is responsive to the needs and problems of staff. 1.1 Classroom resources are sufficient to meet learning needs. 1.0
NAS policies are enforced evenly among all employees. 1.1 Central Administrative Senior Leadership does a good job of leading the organization. 1.9 Curriculum 1.6
Compensation 2.0 1.5 NAS has a clearly-defined curriculum in my area of expertise that assists quality teaching. 1.5
My pay is fair and is what to be expected for my position. 1.5 NAS fosters collaboration and cooperation among schools and teachers. 2.8 The NAS curriculum is appropriate for students' learning levels
and needs. 1.7
The benefits are fair and in line with what is expected for similar organizations. 3.5 Teacher Professional Development provides satisfactory
external opportunities to advance/ learn (e.g., conferences). 1.0 The NAS curriculum helps students learn and achieve academic success. 1.8
I receive fair and adequate raises. 0.9Teacher Professional Development provides satisfactory system-wide opportunities to collaborate/ learn (e.g., Friday PD sessions).
1.6 Communication 2.0
The administration places a high value on recruiting and retaining high-quality teachers. 1.5 Teacher Professional Development provides satisfactory
building-level opportunities to learn (e.g., mentorships). 0.5 The school communicates with me to adequately inform me of meetings, new rules, and other important items. 3.0
NAS recognizes my contributions in non-monetary ways that make me feel appreciated. 1.3 Facilities, Supplies, and Maintenance 3.2
The nonprofit management office communicates information about HR, accounting, school policy, and other important business that affects my job.
2.9
HR, Accounting, and Payroll 3.5 I feel safe working at NAS. 4.4 School-to-school communication is helpful, informative, and keeps me aware of the overall organization. 1.0
HR help is accessible. 3.9 The building is suitable to meet school/ student needs. 1.9 Other school districts and schools know about NAS and refer students if appropriate. 0.4
HR staff is knowledgeable and helpful about benefits, employment practices, payroll, and employee relations. 4.1 Emergency preparedness is adequate (e.g., emergency plan,
communication, readiness). 3.1 The school communicates with parents and other family members of students. 2.5
If I have a concern, problem, or complaint, I feel I have someone to talk to. 2.9 Board of Directors 1.1 Co-workers 2.0
Hiring practices and policies are satisfactory. 3.0 The Board of Directors of NAS does a good job in providing oversight of the NAS mission. 1.1 In general, new hires at NAS are quality professionals who are
well-vetted before hiring. 2.3
Parents and Community 1.7 The Board of Directors of NAS does a good job in providing oversight of Central Administrative Senior Leadership. 1.1 I have time and opportunity to learn from co-workers. 1.7
The school provides and supports adequate levels of involvement for parents to be involved in the school. 1.7
Professional Opportunities to Learn, Grow, and Advance
2014 Results
StatementChange in Score Statement
Change in Score Statement
Change in Score
Mission, Goals, and Policies 0.7 Executive Leadership 0.2 Student Learning and Discipline 0.7The NAS mission to serve immigrants and English Language Learners matches the reality of who we serve. 1.5 The principal visits my classes and provides helpful
instructional support. 0.0 Student learning is paramount at NAS. 0.6
Our mission has expanded/ changed in the past 2 years. 0.1 The principal accepts criticicism and concerns from staff. 0.3 Students are held to high disciplinary standards. 0.6
NAS management articulates its overall organizational goals. 0.8 The principal provides leadership to teachers. 0.6 The school provides adequate intervention strategies to assure students attend class. 1.4
NAS regularly implements its goals. 0.9 The principal provides leadership to non-teaching staff. 0.0 The school does all it can to prevent dropouts. 1.1
NAS policies are clearly articulated. 0.3 Central Administrative Senior Leadership's visibility in the schools is appropriate and satisfactory. 0.1 Disruptive students are dealt with adequately. 0.8
NAS policies are clearly followed. 0.6 Central Administrative Senior Leadership is responsive to the needs and problems of staff. 0.0 Classroom resources are sufficinet to meet learning needs. -0.1
NAS policies are enforced evenly among all employees. 0.4 Central Administrative Senior Leadership does a good job of leading the organization. 0.2 Curriculum 0.9
Compensation 0.6 0.0 NAS has a clearly-defined curriculum in my area of expertise that assists quality teaching. 0.9
My pay is fair and is what to be expected for my position. 0.6 NAS fosters collaboration and cooperation among schools and teachers. 0.6 The NAS curriculum is appropriate for students' learning levels
and needs. 1.1
The benefits are fair and in line with what is expected for similar organizations. 0.6 Teacher Professional Development provides satisfactory
external opportunities to advance/ learn (e.g., conferences). -0.5 The NAS curriculum helps students learn and achieve academic success. 0.8
I receive fair and adequate raises. 0.5Teacher Professional Development provides satisfactory system-wide opportunities to collaborate/ learn (e.g., Friday PD sessions).
0.2 Communication 0.1
The administration places a high value on recruiting and retaining high-quality teachers. 0.7 Teacher Professional Development provides satisfactory
building-level opportunities to learn (e.g., mentorships). -0.4 The school communicates with me to adequately inform me of meetings, new rules, and other important items. 0.1
NAS recognizes my contributions in non-monetary ways that make me feel appreciated. 0.4 Facilities, Supplies, and Maintenance 0.9
The nonprofit management office communicates information about HR, accounting, school policy, and other important business that affects my job.
0.1
HR, Accounting, and Payroll 0.0 I feel safe working at NAS. 0.8 School-to-school communication is helpful, informative, and keeps me aware of the overall organization. 0.4
HR help is accessible. -0.4 The building is suitable to meet school/ student needs. 1.2 Other school districts and schools know about NAS and refer students if appropriate. -0.3
HR staff is knowledgeable and helpful about benefits, employment practices, payroll, and employee relations. -0.2 Emergency preparedness is adequate (e.g., emergency plan,
communication, readiness). 0.6 The school communicates with parents and other family members of students. 0.6
If I have a concern, problem, or complaint, I feel I have someone to talk to. 0.1 Board of Directors 0.2 Co-workers 0.4
Hiring practices and policies are satisfactory. 0.6 The Board of Directors of NAS does a good job in providing oversight of the NAS mission. 0.2 In general, new hires at NAS are quality professionals who are
well-vetted before hiring. 0.4
Parents and Community 0.3 The Board of Directors of NAS does a good job in providing oversight of Central Administrative Senior Leadership. 0.2 I have time and opportunity to learn from co-workers. 0.3
The school provides and supports adequate levels of involvement for parents to be involved in the school. 0.3
Professional Opportunities to Learn, Grow, and Advance
Change Since 2013