nmsu administration and finance telecommunication

REPORT ID: 1514-265

NMSU Administration and Finance | 2017Telecommunication & Networking Services

Introduction ........................................................................................................................ 1

The Survey ............................................................................................................................ 2

Employee Engagement .......................................................................................................... 3

People ................................................................................................................................... 4

Constructs ............................................................................................................................ 5

Areas of Strength and Concern ....................................................................................... 6

Climate ................................................................................................................................. 7

Focus Forward ...................................................................................................................... 8

Appendix B: Primary Items ............................................................................................... B1

Appendix C: Additional Items ......................................................................................... C1

Appendix D: Engagement Items ......................................................................................... D1

Appendix E: Constructs and Related Items ................................................................... E1

Appendix F: Survey Customization Sheet ...................................................................... F1

Institute for Organizational Excellence www.survey.utexas.edu

The University of Texas at Austin [email protected]

1925 San Jacinto Blvd., D3500 Phone (512) 471-9831

Austin, Texas 78712 Fax (512) 471-9600


THANK YOU for your participation in the Survey of Employee Engagement (SEE). We trust thatyou will find this information helpful in your leadership planning and organizational developmentefforts. The SEE is specifically focused on the key drivers relative to the ability to engageemployees towards successfully fulfilling the vision and mission of the organization.

Inside this report, you will find many tools to assist you in understanding the engagement of youremployees. Your first indication of engagement will be the response rate of your employees. Fromthere, we share with you the overall score for your organization, averaging all survey items. Youwill also find a breakdown of the levels of engagement found among your employees. We haveprovided demographic information about the employees surveyed as well as what percent areleaving or retiring in the near future. Then, this report contains a breakdown of the scoring foreach construct we surveyed, highlighting areas of strength and areas of concern. Finally, we haveprovided Focus Forward action items throughout the report and a timeline suggesting how tomove forward with what you have learned from the survey results.

Your report represents aggregate data, but some organizations will want further information. Forexample, the SEE makes it possible to see results broken down by demographic groupings. Wewould enjoy hearing how you've used the data, and what you liked and disliked about the SEEexperience. We are here to help you engage your employees in achieving your vision andmission.

Noel LanduytAssociate DirectorInstitute for Organizational Excellence

Organization Profile

NMSU Administration and Finance265 - Telecommunication & Networking Services

Organizational Leadership:Angela Throneberry, Senior Vice President

Benchmark Categories:Size 4: Organizations with 301 to 1000 employees

Mission 3 : Education

Survey Administration

Collection Period:02/13/2017 through 03/10/2017

Survey Liaison:Kelly WoodsBusiness Affairs Officer1530 Wells St.Las Cruces, NM 88003

[email protected]

1


BreakoutCategories

Organizations can use breakout categoriesto get a cross-sectional look at specificfunctional or geographic areas. Yourorganization had a total of 42 breakoutcategories.

AdditionalItems

Organizations can customize their surveywith up to 20 additional items. These itemscan target issues specific to theorganization. Your organization did not useadditional items.

2


Respondents

Category Composition andOrganizational Response Rate

For this category, there were 21 respondents, which represents 4.2%of the 495 survey respondents for this organization. Categories thatmake up a high percentage of the total organization can noticesignificance in even small deviations (1 to 4 points) from the scores ofthe whole organization. For smaller categories, larger deviations (fiveor more points) may be needed to note a significantly higher or lowerscore. The response rate for the organization as a whole is 84.2%.

Overall Score for this Category

The overall score is a broad indicator forcomparison within the organization. Scoresabove 350 are desirable, and when scores dipbelow 300, there should be cause for concern.For comparison purposes, the Overall Scorefor the organization as a whole is 363.

Overall Score for this Category: 386

Levels of Employee Engagement

Twelve items crossing several survey constructs have been selectedto assess the level of engagement among individual employees. Forthis category, 29% of employees are Highly Engaged, 43% areEngaged, 24% are Moderately Engaged, and 5% are Disengaged.

Highly Engaged employees are willing to go above and beyond intheir employment. Engaged employees are more present in theworkplace and show an effort to help out. Moderately Engagedemployees are physically present, but put minimal effort towardsaccomplishing the job. Disengaged employees are disinterested intheir jobs and may be actively working against their coworkers.

For the organization as a whole, 18% of employees are HighlyEngaged, 24% are Engaged, 43% are Moderately Engaged, and15% are Disengaged. While these numbers may seem intimidating,they offer a starting point for discussions on how to further engageemployees. Focus on building trust, encouraging the expression ofideas, and providing employees with the resources, guidance, andtraining they need to do their best work.

3


Examining demographic data is an important aspect of determining the level of consensus andshared viewpoints across the organization. A diverse workforce helps ensure that different ideasare understood, and that those served see the organization as representative of the community.Gender, race/ethnicity, and age are just a few ways to measure diversity. While percentages canvary among different organizations, extreme imbalances should be a cause for concern.

Race/Ethnicity

African Am/Black

Hispanic/Latino/a

Anglo Am/White

Asian

Native Am, Pac Isl

Multiracial/Other

Did not answer

0.0%

61.9%

38.1%

0.0%

0.0%

0.0%

0.0%

0% 25% 50% 75% 100%

Age

16 to 29 years old

30 to 39 years old

40 to 49 years old

50 to 59 years old

60 years and older

Did not answer

14.3%

28.6%

14.3%

28.6%

14.3%

0.0%

0% 25% 50% 75% 100%

Gender

Female

Male

Did not answer

9.5%

90.5%

0.0%

0% 25% 50% 75% 100%

YEARS OF SERVICEWith this Organization

19% New Hires (0-2 years)24% Experienced (3-10 years)

57% Very Experienced (11+ years)0% Did Not Answer

Each figure represents 1 employee.

INTEND TO LEAVE

Understand why people are leavingyour organization by examiningretention factors such as workingconditions, market competitiveness,or upcoming retirement. Focusefforts on the factors with thegreatest impact on turnover andconsider using exit surveys totarget specific issues.

CAN RETIRE

This percentage of respondentsindicated that they are eligible forretirement, or will be within the nexttwo years.

4


Similar items are grouped together and their scoresare averaged and multiplied by 100 to produce 12construct measures. These constructs capture theconcepts most utilized by leadership and driveorganizational performance and engagement.

Each construct is displayed below with itscorresponding score. Constructs have been codedbelow to highlight the organization's areas ofstrength and concern. The three highest are green,the three lowest are red, and all others are yellow.Scores typically range from 300 to 400, and 350 isa tipping point between positive and negativeperceptions. The lowest score for a construct is100, while the highest is 500.

Every organization faces differentchallenges depending on workingconditions, resources, and jobcharacteristics. On the next page, wehighlight the constructs that are relativestrengths and concerns for yourorganization. While it is important toexamine areas of concern, this is also anopportunity to recognize and celebrateareas that employees have judged to bestrengths. All organizations start in adifferent place, and there is always roomfor improvement within each area.

Constructs

Workgroup

Strategic

Supervision

Workplace

Community

Information Systems

Internal Communication

Pay

Benefits

Employee Development

Job Satisfaction

Employee Engagement

398

392

413

405

401

413

400

252

360

367

402

406

5


Areas of Strength

Supervision Score: 413 The supervision construct captures employees’ perceptions of the nature ofsupervisory relationships within the organization. Higher scores suggest thatemployees view their supervisors as fair, helpful and critical to the flow of work.

Information Systems Score: 413 The information systems construct captures employees’ perceptions of whethercomputer and communication systems provide accessible, accurate, and clearinformation. The higher the score, the more likely it is that employees view theavailability and utility of information very positively.

Employee Engagement Score: 406 The employee engagement construct captures the degree to which employees arewilling to go above and beyond, feel committed to the organization and are presentwhile working. Higher scores suggest that employees feel their ideas count, their workimpacts the organization and their well-being and development are valued.

Areas of Concern

Pay Score: 252 The pay construct captures employees’ perceptions about how well thecompensation package offered by the organization holds up when compared tosimilar jobs in other organizations. Lower scores suggest that pay is a centralconcern or reason for discontent and is not comparable to similar organizations.

Benefits Score: 360 The benefits construct captures employees’ perceptions about how the benefitspackage compares to packages at similar organizations and how flexible it is.Lower scores suggest that employees perceive benefits as less than needed orunfair in comparison to similar jobs in the community.

Employee Development Score: 367 The employee development construct captures employees’ perceptions aboutthe priority given to their personal and job growth needs. Lower scores suggestthat employees feel stymied in their education and growth in job competence.

6


The climate in which employees work does, to a large extent, determine the efficiency andeffectiveness of an organization. The appropriate climate is a combination of a safe,non-harassing environment with ethical abiding employees who treat each other with fairnessand respect. Moreover, it is an organization with proactive management that communicates andhas the capability to make thoughtful decisions. Below are the percentages of employees whomarked disagree or strongly disagree for each of the 6 climate items.

believe the information from thissurvey will go unused.

Conducting the survey createsmomentum and interest in

organizational improvement, so it'scritical that leadership acts upon thedata and keeps employees informed

of changes as they occur.

feel that upper management shouldcommunicate better.

Upper management should makeefforts to be visible and accessible,as well as utilize intranet/internetsites, email, and social media asappropriate to keep employees

informed.

feel there aren't enough opportunitiesto give supervisor feedback.

Leadership skills should be evaluatedand sharpened on a regular basis.

Consider implementing 360 DegreeLeadership Evaluations so

supervisors can get feedback fromtheir boss, peers, and direct reports.

feel there are issues with ethics inthe workplace.

An ethical climate is the foundation ofbuilding trust within an organization.Reinforce the importance of ethicalbehavior to employees, and ensurethere are appropriate channels to

handle ethical violations.

feel they are not treated fairly in theworkplace.

Favoritism can negatively affectmorale and cause resentment amongemployees. When possible, ensure

responsibilities and opportunities arebeing shared evenly and

appropriately.

feel workplace harassment is notadequately addressed.

While no amount of harassment isdesirable within an organization,percentages above 5% require a

serious look at workplace culture andthe policies for dealing with

harassment.

7


APR2017

JUN2017

SEP2017

JAN2019

MAY2017

JUL2017

NOV2017

8


For the primary items (numbered 1-48), participants were asked to indicate how they agreed witheach positively phrased statement. If participants did not have information or the item did notapply, they were to select don't know/not applicable.

Each primary item is returned with the item text and two types of reported numerical data,response data and benchmark data. The following definitions correspond to survey items:

Response Data

Score is calculated by averaging all item responses on a five point scale ranging from5=Strongly Agree to 1=Strongly Disagree. If the participant selected Don't Know/NotApplicable, their response is considered a valid response, but it is not used in thecalculation of the score.Standard Deviation calculates the level of agreement. Large deviations indicate greaterlevels of disagreement. For this report, you can expect standard deviations to be between.7 and 1.10.Total Respondents is the number of valid responses including Don't Know/Not Applicable.If everyone did not answer every item, the number of respondents for an item is less thanthe number of respondents reported in your response rate.Respondents is the number of participants who selected each item (strongly agree, agree,etc.).Percentage is the number of participants who selected each item (strongly agree, agree,etc.) divided by the total number of valid responses.Percent Agreement is the number of participants who agreed with the item (stronglyagree or agree) divided by the total number of valid responses.

Benchmark Data

Past Score is your organization's score reported from the previous iteration, if available.Similar Mission is the average score from organizations that share a similar mission toyour organization.Similar Size is the average score from organizations that are a similar size to yourorganization.All Organizations is the average score from all organizations.Organizational Categories are benchmarked against the organization as a whole.

Interpreting Data

Any interpretation of data must be done in context of the organizational setting andenvironmental factors impacting the organization. Regardless of the averages, scores rangefrom areas of strength to areas of concern. In general, most scores are between 3.00 and 4.00.Scores below a 3.25 are of concern because they indicate general dissatisfaction. Scores above3.75 indicate positive perceptions. When available, over time data provides previous scores fromand benchmark data comparative scores. In general (because various factors and statistical testwould be needed to confirm), scores that have changed or differ by .2 may be significant.

B1


1. My work group cooperates to get the job done.

95% Agreement

Response:Strongly

Agree Agree Neutral DisagreeStronglyDisagree

Don'tKnow/NA

Respondents: 10 10 0 1 0 0

Percentage: 47.62% 47.62% 0.00% 4.76% 0.00% 0.00%

95% Agreement

SCORE: 4.38

Std. Dev.: 0.74

Total Respondents: 21

ALL ORGANIZATION

Score: 4.04

Std Dev: 0.86

Respondents: 494

2. In my work group, my opinions and ideas count.

86% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 38.10% 47.62% 9.52% 4.76% 0.00% 0.00%

86% Agreement

SCORE: 4.19

Std. Dev.: 0.81


ALL ORGANIZATION

Score: 3.76

Std Dev: 1.01

Respondents: 494

3. My work group regularly uses performance data to improve thequality of our work.

52% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 14.29% 38.10% 19.05% 14.29% 4.76% 9.52%

52% Agreement

SCORE: 3.47

Std. Dev.: 1.12


ALL ORGANIZATION

Score: 3.46

Std Dev: 0.99

Respondents: 492

4. In my work group, there is a real feeling of teamwork.

71% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 28.57% 42.86% 14.29% 14.29% 0.00% 0.00%

71% Agreement

SCORE: 3.86

Std. Dev.: 1.01


ALL ORGANIZATION

Score: 3.62

Std Dev: 1.06

Respondents: 493

B2


5. Our institution is known for the quality of work we provide.

81% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 23.81% 57.14% 9.52% 9.52% 0.00% 0.00%

81% Agreement

SCORE: 3.95

Std. Dev.: 0.87


ALL ORGANIZATION

Score: 3.71

Std Dev: 0.96

Respondents: 495

6. I know how my work impacts others in the institution

95% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 42.86% 52.38% 4.76% 0.00% 0.00% 0.00%

95% Agreement

SCORE: 4.38

Std. Dev.: 0.59


ALL ORGANIZATION

Score: 4.11

Std Dev: 0.78

Respondents: 494

7. We develop services to match the needs of those we serve.

90% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 42.86% 47.62% 4.76% 4.76% 0.00% 0.00%

90% Agreement

SCORE: 4.29

Std. Dev.: 0.78


ALL ORGANIZATION

Score: 3.92

Std Dev: 0.84

Respondents: 494

8. Our institution communicates effectively with the public.

48% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 4.76% 42.86% 28.57% 9.52% 4.76% 9.52%

48% Agreement

SCORE: 3.37

Std. Dev.: 0.96


ALL ORGANIZATION

Score: 3.55

Std Dev: 0.96

Respondents: 494

B3


9. I have a good understanding of our mission, vision, and strategicplan.

62% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 19.05% 42.86% 23.81% 9.52% 4.76% 0.00%

62% Agreement

SCORE: 3.62

Std. Dev.: 1.07


ALL ORGANIZATION

Score: 3.85

Std Dev: 0.92

Respondents: 493

10. I have a clear understanding about my work responsibilities.

100% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 47.62% 52.38% 0.00% 0.00% 0.00% 0.00%

100% Agreement

SCORE: 4.48

Std. Dev.: 0.51


ALL ORGANIZATION

Score: 4.22

Std Dev: 0.78

Respondents: 491

11. My supervisor recognizes outstanding work.

76% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 33.33% 42.86% 9.52% 14.29% 0.00% 0.00%

76% Agreement

SCORE: 3.95

Std. Dev.: 1.02


ALL ORGANIZATION

Score: 3.88

Std Dev: 0.99

Respondents: 494

12. I am given the opportunity to do my best work.

86% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 38.10% 47.62% 4.76% 9.52% 0.00% 0.00%

86% Agreement

SCORE: 4.14

Std. Dev.: 0.91


ALL ORGANIZATION

Score: 3.93

Std Dev: 0.94

Respondents: 494

B4


13. My supervisor is consistent when administering policiesconcerning employees.

71% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 33.33% 38.10% 23.81% 4.76% 0.00% 0.00%

71% Agreement

SCORE: 4.00

Std. Dev.: 0.89


ALL ORGANIZATION

Score: 3.80

Std Dev: 1.01

Respondents: 491

14. My supervisor evaluates my performance fairly.

81% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 33.33% 47.62% 14.29% 4.76% 0.00% 0.00%

81% Agreement

SCORE: 4.10

Std. Dev.: 0.83


ALL ORGANIZATION

Score: 3.93

Std Dev: 0.91

Respondents: 490

15. Given the type of work I do, my physical workplace meets myneeds.

86% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 42.86% 42.86% 4.76% 4.76% 4.76% 0.00%

86% Agreement

SCORE: 4.14

Std. Dev.: 1.06


ALL ORGANIZATION

Score: 3.93

Std Dev: 0.90

Respondents: 493

16. My workplace is well maintained.

86% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 28.57% 57.14% 9.52% 4.76% 0.00% 0.00%

86% Agreement

SCORE: 4.10

Std. Dev.: 0.77


ALL ORGANIZATION

Score: 3.86

Std Dev: 0.82

Respondents: 492

B5


17. There are sufficient procedures to ensure the safety of employeesin the workplace.

81% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 23.81% 57.14% 9.52% 4.76% 0.00% 4.76%

81% Agreement

SCORE: 4.05

Std. Dev.: 0.76


ALL ORGANIZATION

Score: 4.03

Std Dev: 0.74

Respondents: 492

18. I have adequate resources and equipment to do my job.

76% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 23.81% 52.38% 14.29% 9.52% 0.00% 0.00%

76% Agreement

SCORE: 3.90

Std. Dev.: 0.89


ALL ORGANIZATION

Score: 3.73

Std Dev: 0.95

Respondents: 494

19. The people I work with treat each other with respect.

100% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 28.57% 71.43% 0.00% 0.00% 0.00% 0.00%

100% Agreement

SCORE: 4.29

Std. Dev.: 0.46


ALL ORGANIZATION

Score: 3.78

Std Dev: 0.95

Respondents: 493

20. My institution works to attract, develop, and retain people withdiverse backgrounds.

48% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 4.76% 42.86% 33.33% 4.76% 4.76% 9.52%

48% Agreement

SCORE: 3.42

Std. Dev.: 0.90


ALL ORGANIZATION

Score: 3.44

Std Dev: 1.03

Respondents: 493

B6


21. The people I work with care about my personal well-being.

86% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 38.10% 47.62% 9.52% 4.76% 0.00% 0.00%

86% Agreement

SCORE: 4.19

Std. Dev.: 0.81


ALL ORGANIZATION

Score: 3.81

Std Dev: 0.92

Respondents: 493

22. I trust the people in my workplace.

90% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 33.33% 57.14% 0.00% 9.52% 0.00% 0.00%

90% Agreement

SCORE: 4.14

Std. Dev.: 0.85


ALL ORGANIZATION

Score: 3.60

Std Dev: 1.01

Respondents: 494

23. My work group uses the latest technologies to communicate andinteract.

76% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 23.81% 52.38% 9.52% 14.29% 0.00% 0.00%

76% Agreement

SCORE: 3.86

Std. Dev.: 0.96


ALL ORGANIZATION

Score: 3.59

Std Dev: 0.90

Respondents: 492

24. Our computer systems provide reliable information.

90% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 23.81% 66.67% 9.52% 0.00% 0.00% 0.00%

90% Agreement

SCORE: 4.14

Std. Dev.: 0.57


ALL ORGANIZATION

Score: 3.91

Std Dev: 0.71

Respondents: 492

B7


25. Support is available for the technologies we use.

95% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 38.10% 57.14% 4.76% 0.00% 0.00% 0.00%

95% Agreement

SCORE: 4.33

Std. Dev.: 0.58


ALL ORGANIZATION

Score: 3.87

Std Dev: 0.76

Respondents: 492

26. Our computer systems enable me to quickly find the information Ineed.

90% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 28.57% 61.90% 9.52% 0.00% 0.00% 0.00%

90% Agreement

SCORE: 4.19

Std. Dev.: 0.60


ALL ORGANIZATION

Score: 3.84

Std Dev: 0.79

Respondents: 490

27. The communication channels I must go through at work arereasonable.

86% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 28.57% 57.14% 4.76% 9.52% 0.00% 0.00%

86% Agreement

SCORE: 4.05

Std. Dev.: 0.87


ALL ORGANIZATION

Score: 3.62

Std Dev: 0.94

Respondents: 492

28. My work atmosphere encourages open and honest communication.

81% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 33.33% 47.62% 14.29% 4.76% 0.00% 0.00%

81% Agreement

SCORE: 4.10

Std. Dev.: 0.83


ALL ORGANIZATION

Score: 3.54

Std Dev: 1.05

Respondents: 492

B8


29. The communications I receive at work are timely and informative.

76% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 14.29% 61.90% 19.05% 4.76% 0.00% 0.00%

76% Agreement

SCORE: 3.86

Std. Dev.: 0.73


ALL ORGANIZATION

Score: 3.53

Std Dev: 0.95

Respondents: 494

30. My pay keeps pace with the cost of living.

14% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 4.76% 9.52% 28.57% 19.05% 38.10% 0.00%

14% Agreement

SCORE: 2.24

Std. Dev.: 1.22


ALL ORGANIZATION

Score: 2.11

Std Dev: 1.15

Respondents: 494

31. Salaries are competitive with similar jobs in the community orcomparable institutions.

19% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 4.76% 14.29% 28.57% 23.81% 28.57% 0.00%

19% Agreement

SCORE: 2.43

Std. Dev.: 1.21


ALL ORGANIZATION

Score: 2.34

Std Dev: 1.13

Respondents: 493

32. I feel I am paid fairly for the work I do.

43% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 4.76% 38.10% 19.05% 19.05% 19.05% 0.00%

43% Agreement

SCORE: 2.90

Std. Dev.: 1.26


ALL ORGANIZATION

Score: 2.53

Std Dev: 1.15

Respondents: 493

B9


33. Retirement benefits are competitive with similar jobs in thecommunity.

62% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 19.05% 42.86% 28.57% 0.00% 4.76% 4.76%

62% Agreement

SCORE: 3.75

Std. Dev.: 0.97


ALL ORGANIZATION

Score: 3.42

Std Dev: 1.01

Respondents: 490

34. Health insurance benefits are competitive with similar jobs in thecommunity.

52% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 4.76% 47.62% 28.57% 4.76% 9.52% 4.76%

52% Agreement

SCORE: 3.35

Std. Dev.: 1.04


ALL ORGANIZATION

Score: 3.31

Std Dev: 1.06

Respondents: 491

35. Benefits can be selected to meet individual needs.

67% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 14.29% 52.38% 19.05% 4.76% 4.76% 4.76%

67% Agreement

SCORE: 3.70

Std. Dev.: 0.98


ALL ORGANIZATION

Score: 3.46

Std Dev: 0.94

Respondents: 492

36. I believe I have a career with this institution.

67% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 14.29% 52.38% 28.57% 4.76% 0.00% 0.00%

67% Agreement

SCORE: 3.76

Std. Dev.: 0.77


ALL ORGANIZATION

Score: 3.69

Std Dev: 0.93

Respondents: 493

B10


37. Learning opportunities/training are made available to me so that Ican do my job better.

67% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 19.05% 47.62% 14.29% 19.05% 0.00% 0.00%

67% Agreement

SCORE: 3.67

Std. Dev.: 1.02


ALL ORGANIZATION

Score: 3.66

Std Dev: 1.01

Respondents: 492

38. Learning opportunities/training are made available to me forprofessional growth/skills development.

71% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 14.29% 57.14% 4.76% 19.05% 4.76% 0.00%

71% Agreement

SCORE: 3.57

Std. Dev.: 1.12


ALL ORGANIZATION

Score: 3.60

Std Dev: 1.00

Respondents: 488

39. My work environment supports a balance between work andpersonal life.

86% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 33.33% 52.38% 14.29% 0.00% 0.00% 0.00%

86% Agreement

SCORE: 4.19

Std. Dev.: 0.68


ALL ORGANIZATION

Score: 3.61

Std Dev: 1.00

Respondents: 494

40. I feel free to be myself at work.

90% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 28.57% 61.90% 4.76% 4.76% 0.00% 0.00%

90% Agreement

SCORE: 4.14

Std. Dev.: 0.73


ALL ORGANIZATION

Score: 3.65

Std Dev: 1.01

Respondents: 490

B11


41. The amount of work I am asked to do is reasonable.

86% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 14.29% 71.43% 4.76% 4.76% 4.76% 0.00%

86% Agreement

SCORE: 3.86

Std. Dev.: 0.91


ALL ORGANIZATION

Score: 3.44

Std Dev: 1.02

Respondents: 493

42. I am proud to tell people that I work for this institution.

71% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 28.57% 42.86% 19.05% 9.52% 0.00% 0.00%

71% Agreement

SCORE: 3.90

Std. Dev.: 0.94


ALL ORGANIZATION

Score: 3.84

Std Dev: 0.93

Respondents: 492

43. Harassment is not tolerated at my workplace.

90% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 38.10% 52.38% 9.52% 0.00% 0.00% 0.00%

90% Agreement

SCORE: 4.29

Std. Dev.: 0.64


ALL ORGANIZATION

Score: 4.01

Std Dev: 0.95

Respondents: 491

44. Employees are generally ethical in my workplace.

90% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 28.57% 61.90% 4.76% 4.76% 0.00% 0.00%

90% Agreement

SCORE: 4.14

Std. Dev.: 0.73


ALL ORGANIZATION

Score: 3.88

Std Dev: 0.84

Respondents: 491

B12


45. I believe we will use the information from this survey to improveour workplace.

57% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 14.29% 42.86% 9.52% 23.81% 9.52% 0.00%

57% Agreement

SCORE: 3.29

Std. Dev.: 1.27


ALL ORGANIZATION

Score: 3.24

Std Dev: 1.20

Respondents: 493

46. I am satisfied with the opportunities I have to give feedback on mysupervisor's performance.

67% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 23.81% 42.86% 19.05% 9.52% 4.76% 0.00%

67% Agreement

SCORE: 3.71

Std. Dev.: 1.10


ALL ORGANIZATION

Score: 3.45

Std Dev: 1.08

Respondents: 487

47. Our administration effectively communicates importantinformation.

43% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 19.05% 23.81% 33.33% 14.29% 9.52% 0.00%

43% Agreement

SCORE: 3.29

Std. Dev.: 1.23


ALL ORGANIZATION

Score: 3.37

Std Dev: 1.10

Respondents: 491

48. I am treated fairly in my workplace.

81% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 23.81% 57.14% 19.05% 0.00% 0.00% 0.00%

81% Agreement

SCORE: 4.05

Std. Dev.: 0.67


ALL ORGANIZATION

Score: 3.73

Std Dev: 0.99

Respondents: 489

B13


Organizations participating in the Survey are invited to submit up to 20 additional items forinclusion in the Survey. These items are included at the end of the online survey or are printedon an insert and included in each employee's survey packet. Please refer to the surveycustomization sheet that has been included later in this report for more information on additionalitems submitted by this organization.

*Additional Items are not included if none were submitted.

Each additional item is returned with the item text and two types of reported numerical data,response data and benchmark data. The following definitions correspond to additional items:

Response Data


Benchmark Data

Benchmark and over time data are not available for Additional Items.

Interpreting Data


C1


Employee Engagement items span several constructs, and capture the degree to whichemployees are willing to go above and beyond, feel committed to the organization and arepresent while working. This construct measures the degree to which employees feel that theirideas count, their work impacts the organization and their well being and development is valued.

Each engagement item is returned with the item text and two types of reported numerical data,response data and benchmark data. The following definitions correspond to survey items:

Response Data


Benchmark Data

Past Score is your organization's score reported from the previous iteration, if available.Similar Mission is the average score from organizations that share a similar mission toyour organization.Similar Size is the average score from organizations that are a similar size to yourorganization.All Organizations is the average score from all organizations.

Interpreting Data


D1


2. In my work group, my opinions and ideas count.

86% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 38.10% 47.62% 9.52% 4.76% 0.00% 0.00%

86% Agreement

SCORE: 4.19

Std. Dev.: 0.81


ALL ORGANIZATION

Score: 3.76

Std Dev: 1.01

Respondents: 494

5. Our institution is known for the quality of work we provide.

81% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 23.81% 57.14% 9.52% 9.52% 0.00% 0.00%

81% Agreement

SCORE: 3.95

Std. Dev.: 0.87


ALL ORGANIZATION

Score: 3.71

Std Dev: 0.96

Respondents: 495

6. I know how my work impacts others in the institution

95% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 42.86% 52.38% 4.76% 0.00% 0.00% 0.00%

95% Agreement

SCORE: 4.38

Std. Dev.: 0.59


ALL ORGANIZATION

Score: 4.11

Std Dev: 0.78

Respondents: 494

10. I have a clear understanding about my work responsibilities.

100% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 47.62% 52.38% 0.00% 0.00% 0.00% 0.00%

100% Agreement

SCORE: 4.48

Std. Dev.: 0.51


ALL ORGANIZATION

Score: 4.22

Std Dev: 0.78

Respondents: 491

D2


11. My supervisor recognizes outstanding work.

76% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 33.33% 42.86% 9.52% 14.29% 0.00% 0.00%

76% Agreement

SCORE: 3.95

Std. Dev.: 1.02


ALL ORGANIZATION

Score: 3.88

Std Dev: 0.99

Respondents: 494

12. I am given the opportunity to do my best work.

86% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 38.10% 47.62% 4.76% 9.52% 0.00% 0.00%

86% Agreement

SCORE: 4.14

Std. Dev.: 0.91


ALL ORGANIZATION

Score: 3.93

Std Dev: 0.94

Respondents: 494

14. My supervisor evaluates my performance fairly.

81% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 33.33% 47.62% 14.29% 4.76% 0.00% 0.00%

81% Agreement

SCORE: 4.10

Std. Dev.: 0.83


ALL ORGANIZATION

Score: 3.93

Std Dev: 0.91

Respondents: 490

18. I have adequate resources and equipment to do my job.

76% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 23.81% 52.38% 14.29% 9.52% 0.00% 0.00%

76% Agreement

SCORE: 3.90

Std. Dev.: 0.89


ALL ORGANIZATION

Score: 3.73

Std Dev: 0.95

Respondents: 494

D3


21. The people I work with care about my personal well-being.

86% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 38.10% 47.62% 9.52% 4.76% 0.00% 0.00%

86% Agreement

SCORE: 4.19

Std. Dev.: 0.81


ALL ORGANIZATION

Score: 3.81

Std Dev: 0.92

Respondents: 493

22. I trust the people in my workplace.

90% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 33.33% 57.14% 0.00% 9.52% 0.00% 0.00%

90% Agreement

SCORE: 4.14

Std. Dev.: 0.85


ALL ORGANIZATION

Score: 3.60

Std Dev: 1.01

Respondents: 494

37. Learning opportunities/training are made available to me so that I can domy job better.

67% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 19.05% 47.62% 14.29% 19.05% 0.00% 0.00%

67% Agreement

SCORE: 3.67

Std. Dev.: 1.02


ALL ORGANIZATION

Score: 3.66

Std Dev: 1.01

Respondents: 492

38. Learning opportunities/training are made available to me for professionalgrowth/skills development.

71% Agreement

Response:Strongly


Don'tKnow/NA


Percentage: 14.29% 57.14% 4.76% 19.05% 4.76% 0.00%

71% Agreement

SCORE: 3.57

Std. Dev.: 1.12


ALL ORGANIZATION

Score: 3.60

Std Dev: 1.00

Respondents: 488

D4


The Survey of Employee Engagement framework is composed of twelve Survey Constructsdesigned to broadly profile areas of strength and concern so that interventions may be targetedappropriately. Survey Constructs are developed from the Primary Items (numbered 1-48). ThisAppendix contains a summary of the Survey Constructs and the related Primary Items.Constructs are scored differently from items to denote them as a separate measure. Using thisscoring convention, construct scores can range from a low of 100 to a high of 500.

Your Data

Current Score is calculated by averaging the mean score of the related primary items and thenmultiplying by 100. For example if the construct score is 389, then the average of the relatedprimary items is 3.89.

Benchmark Data

Past Score is your organization's score reported from the previous iteration. "None" isreported if there is no past score, if the construct is new or consists of new items, or if nocomparative data is available.All Respondents is the average score from all participants from all organizations.Size Category is the average score from organizations that are similar size to yourorganization.Mission is the average score from organizations of similar mission to your organization.Organizational Categories are benchmarked against the organization as a whole.

What is a good score?

Any interpretation of data must be done in context of the organizational setting and environmentalfactors impacting the organization. In general, most scores are between 300 and 400. Scoresbelow a 325 are of concern because they indicate general dissatisfaction. Scores above 375indicate positive perceptions.

E1


Workgroup Construct Score: 398

The workgroup construct captures employees’ perceptions of the people they work withon a daily basis and how effective they are. This construct measures the degree to whichemployees view their workgroup as effective, cohesive and open to the opinions of allmembers.

Score Std. Dev.

1. My work group cooperates to get the job done. 4.38 0.74

2. In my work group, my opinions and ideas count. 4.19 0.81

3. My work group regularly uses performance data to improve the quality of our work. 3.47 1.12

4. In my work group, there is a real feeling of teamwork. 3.86 1.01

Strategic Construct Score: 392

The strategic construct captures employees’ perceptions of their role in the organizationand the organization’s mission, vision, and strategic plan. This construct measures thedegree to which employees understand their role in the organization and consider theorganization’s reputation to be positive.

Score Std. Dev.

5. Our institution is known for the quality of work we provide. 3.95 0.87

6. I know how my work impacts others in the institution 4.38 0.59

7. We develop services to match the needs of those we serve. 4.29 0.78

8. Our institution communicates effectively with the public. 3.37 0.96

9. I have a good understanding of our mission, vision, and strategic plan. 3.62 1.07

Supervision Construct Score: 413

The supervision construct captures employees’ perceptions of the nature of supervisoryrelationships within the organization. This construct measures the degree to whichemployees view their supervisors as fair, helpful and critical to the workflow.

Score Std. Dev.

10. I have a clear understanding about my work responsibilities. 4.48 0.51

11. My supervisor recognizes outstanding work. 3.95 1.02

12. I am given the opportunity to do my best work. 4.14 0.91

13. My supervisor is consistent when administering policies concerning employees. 4.00 0.89

14. My supervisor evaluates my performance fairly. 4.10 0.83

Workplace Construct Score: 405

The workplace construct captures employees’ perceptions of the total work atmosphere,workplace safety, and the overall feel. This construct measures the degree to whichemployees see the setting as satisfactory, safe and that adequate tools and resourcesare available.

Score Std. Dev.

15. Given the type of work I do, my physical workplace meets my needs. 4.14 1.06

16. My workplace is well maintained. 4.10 0.77

17. There are sufficient procedures to ensure the safety of employees in the workplace. 4.05 0.76

18. I have adequate resources and equipment to do my job. 3.90 0.89

E2


Community Construct Score: 401

The community construct captures employees’ perceptions of the relationships betweenemployees in the workplace, including trust, respect, care, and diversity amongcolleagues. This construct measures the degree to which employees feel respected,cared for, and have established trust with their colleagues.

Score Std. Dev.

19. The people I work with treat each other with respect. 4.29 0.46

20. My institution works to attract, develop, and retain people with diverse backgrounds. 3.42 0.90

21. The people I work with care about my personal well-being. 4.19 0.81

22. I trust the people in my workplace. 4.14 0.85

Information Systems Construct Score: 413

The information systems construct captures employees’ perceptions of whethercomputer and communication systems prove accessible, accurate, and clearinformation. This construct measures the degree to which employees view theavailability and utility of information positively.

Score Std. Dev.

23. My work group uses the latest technologies to communicate and interact. 3.86 0.96

24. Our computer systems provide reliable information. 4.14 0.57

25. Support is available for the technologies we use. 4.33 0.58

26. Our computer systems enable me to quickly find the information I need. 4.19 0.60

Internal Communication Construct Score: 400

The internal communication construct captures employees’ perceptions of whethercommunication in the organization is reasonable, candid and helpful. This constructmeasures the degree to which employees view communication with peers, supervisorsand other parts of the organization as functional and effective.

Score Std. Dev.

27. The communication channels I must go through at work are reasonable. 4.05 0.87

28. My work atmosphere encourages open and honest communication. 4.10 0.83

29. The communications I receive at work are timely and informative. 3.86 0.73

Pay Construct Score: 252

The pay construct captures employees’ perceptions of how well the compensationpackage offered by the organization holds up when compared to similar jobs in otherorganizations. This construct measures the degree to which employees view pay as wellvalued relative to the type of work, work demands and comparable positions.

Score Std. Dev.

30. My pay keeps pace with the cost of living. 2.24 1.22

31. Salaries are competitive with similar jobs in the community or comparable institutions. 2.43 1.21

32. I feel I am paid fairly for the work I do. 2.90 1.26

E3


Benefits Construct Score: 360

The benefits construct captures employees’ perceptions of how the benefits packagecompares to packages at similar organizations and how flexible it is. This constructmeasures the degree to which employees see health insurance and retirement benefitsas competitive with similar jobs in the community.

Score Std. Dev.

33. Retirement benefits are competitive with similar jobs in the community. 3.75 0.97

34. Health insurance benefits are competitive with similar jobs in the community. 3.35 1.04

35. Benefits can be selected to meet individual needs. 3.70 0.98

Employee Development Construct Score: 367

The employee development construct captures employees’ perceptions about thepriority given to their personal and job growth needs. This construct measures thedegree to which employees feel the organization provides opportunities for growth inorganizational responsibilities and personal needs in their careers.

Score Std. Dev.

36. I believe I have a career with this institution. 3.76 0.77

37. Learning opportunities/training are made available to me so that I can do my job better. 3.67 1.02

38. Learning opportunities/training are made available to me for professional growth/skillsdevelopment.

3.57 1.12

Job Satisfaction Construct Score: 402

The job satisfaction construct captures employees’ perceptions about the overall worksituation and ability to maintain work-life balance. This construct measures the degree towhich employees are pleased with working conditions and their workload.

Score Std. Dev.

39. My work environment supports a balance between work and personal life. 4.19 0.68

40. I feel free to be myself at work. 4.14 0.73

41. The amount of work I am asked to do is reasonable. 3.86 0.91

42. I am proud to tell people that I work for this institution. 3.90 0.94

Climate

While not scored as a construct, the following six items assess the climate in whichemployees work. The appropriate climate is a combination of a safe, non-harassingenvironment with ethical abiding employees who treat each other with fairness andrespect. Moreover, it is an organization with proactive management that communicatesand has the capability to make thoughtful decisions.

Score Std. Dev.

43. Harassment is not tolerated at my workplace. 4.29 0.64

44. Employees are generally ethical in my workplace. 4.14 0.73

45. I believe we will use the information from this survey to improve our workplace. 3.29 1.27

46. I am satisfied with the opportunities I have to give feedback on my supervisor'sperformance.

3.71 1.10

47. Our administration effectively communicates important information. 3.29 1.23

48. I am treated fairly in my workplace. 4.05 0.67

E4


Employee Engagement Construct Score: 406

Twelve items spanning several constructs were selected to get a more focused look atEmployee Engagement. The Employee Engagement construct captures the degree towhich employees are willing to go above and beyond, feel committed to the organizationand are present while working. This construct measures the degree to which employeesfeel that their ideas count, their work impacts the organization and their well being anddevelopment is valued at the organization.

Score Std. Dev.

2. In my work group, my opinions and ideas count. 4.19 0.81

5. Our institution is known for the quality of work we provide. 3.95 0.87

6. I know how my work impacts others in the institution 4.38 0.59

10. I have a clear understanding about my work responsibilities. 4.48 0.51

11. My supervisor recognizes outstanding work. 3.95 1.02

12. I am given the opportunity to do my best work. 4.14 0.91

14. My supervisor evaluates my performance fairly. 4.10 0.83

18. I have adequate resources and equipment to do my job. 3.90 0.89

21. The people I work with care about my personal well-being. 4.19 0.81

22. I trust the people in my workplace. 4.14 0.85

37. Learning opportunities/training are made available to me so that I can do my job better. 3.67 1.02

38. Learning opportunities/training are made available to me for professional growth/skillsdevelopment.

3.57 1.12

E5


Organizational Category Codes: Category 1

101 - Auxiliary Services 103 - Business Affairs

105 - Facilities and Services 107 - Information & Communication Technologies


203 - Accounting & Financial Reporting 204 - Accounts Payable/PCard

205 - Auxiliary Administration 206 - Auxiliary Operations

207 - Budget 208 - Central Admin

209 - Central Utility Plant Operators 211 - Computer Systems

215 - Custodial Services/Solid Waste and Recycling 217 - Electricians

219 - Enterprise Application Systems 221 - Environmental Health Safety Office

223 - Facilities and Services Administration 224 - Facilities Maintenance

225 - Financial Systems Administration 227 - Fire Protection Services

229 - FS Business 231 - FS Engineering/Project Design/Project Construction

233 - Golf Course 235 - Grounds and Vehicle Mechanics

237 - Housing and Residential Life 239 - HR Information Systems/Payroll Services

241 - ICT Financial Operations 243 - Information & Communications Tech

245 - Locksmith/Structural Maintenance 247 - Mechanical

248 - Operations and Utilities 249 - Painters

255 - Procurement Services 261 - Special Events

263 - Sponsored Projects Accounting 265 - Telecommunication & Networking Services

267 - University Accounts Receivable 269 - University Architect and Space / Sign Shop


301 - Auxiliary Services Supervisor 303 - Business Affairs Supervisor

305 - Facilities & Services Supervisor 307 - ICT Supervisor

Additional Items

F1

nmsu administration and finance telecommunication

Documents