workforce participation diagnostic - version 2.0

7/27/2019 Workforce Participation Diagnostic - Version 2.0

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Workforce / Member Participation DiagnosticV2-0, Created by Rory Ridley-Duff and Viewpoint Research CIC, 7th October 2013

This survey / questionnaire is designed to develop knowledge about member/employee involvement and

(democratic) participation in their organisation. It provides a way for each member-employee to comment on

involvement and participation in different areas of practice.

Organisation Information (suggested)

1. Organisation Name: _______________________________________________________ 2. RegistrationNumber: __________

3. Sector / Industry: ___________________(use SIC Codes?) 4. First year of trading: __________

5. Size of Workforce: __________________ 6. Income last year: _____________ 7. Expenditure last year: ____________

8. Legal Form:

Registered Charity Charitable Company (CLG) (please tick one)

Community Benefit Society (BENCOM) Mutual/Cooperative (IPS)

Mutual/Cooperative (CLG) Mutual/Cooperative (CLS)

Mutual/Cooperative (LLP) Community Interest Company (CLG)

Community Interest Company (CLS) Community Interest Company (plc)

Other Social Enterprise (CLG) Other Social Enterprise (CLS)

Other Social Enterprise (plc) Private Company (CLS)

Private Company (plc) Private Company (LLP)

Statutory Body Church

Other State Agency Partnership

Unincorporated

9. Parent Organisation: [OrgID]

Rory Ridley-Duff and Alistair Ponton (Viewpoint Research CIC), 2013, Creative Commons 2.0 Licence
http://creativecommons.org/licenses/by-nc-sa/2.0/uk/http://creativecommons.org/licenses/by-nc-sa/2.0/uk/


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Personal Information (suggested)

1. Name: _______________________________________ Organisation: [OrgID]

2. Job Title: ________________________________________________ Postcode: [Partial] Country:

3. Role: Please tick all that apply (where known):I supervise people and/or work I am supervised by someone else

I am elected to represent the workforce I have been elected to the board

I am a volunteer for the organisation I am an employee of the organisation

I am a customer of the organisation I represent another organisation

I have managerial authority I do not have managerial authority

4. Pay Band/Rate:____________________________ (please indicate level, if known. Choices may be company specific)

5. Length of Service: ________________________ (in years, to the nearest year)

6. Sex: Male / Female / Dont Wish to Say (please circle one)

1. Education (Highest Qualification):

None GCSE or equivalent (please tick one)

A-Level or equivalent Foundation Degree or equivalent

Undergraduate Degree Postgraduate Degree

Doctorate / PhD Don't wish to say

8. Sexuality: Heterosexual Lesbian (please tick one)

Gay Sex Change

Bi-sexual Dont wish to say



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9. Age Range: 16-19 20-29 30-39 40-49

50-59 Over 60 Dont wish to say

10.Ethnicity: White British White Irish (please tick one)Pakastani Bangledeshi

Asian (Other) Mixed Origin

Black Caribbean Black African

Black (Other) Chinese

Dont wish to say

11. Religion: None Christian (please tick one)

Hindu Muslim

Jewish Sikh

Other Religion Dont wish to say

12. Disability: None Registered Disabled (Optional) Disability:______________ (please tick one)

Dont wish to say



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Area of Business No Involvement(Depth 1)

PassiveInvolvement

(Depth 2)

ActiveInvolvement

(Depth 3)

ManagedParticipation

(Depth 4)

Member-DrivenParticipation (Depth 5)

1. How do you develop staff skills? (Skill Development)

What is thesituation now? In my work groupno internal trainingor external coursesare provided. Wehave to learn asbest we can whiledoing the job.

In my work group,managers doprovide trainingopportunities, andwe are giveninstruction on howto develop ourskills.

In my work group,we can discussstaff developmentwith managers,and can influencethe way training isprovided.

In my work group,managers will listento our proposalsand usually supportus in our efforts todesign newlearning anddevelopmentopportunities.

Anyone in my group canpropose a change tolearning anddevelopment activities,and participate indecisions on how toimplement them.

Rank (1 - 5)

What would you

like to do in thefuture?

I think my

colleagues and Iprefer to learn onthe job. No formaltraining isrequired.

I think my

colleagues and Ineed training, andthat managersshould provideinstruction on howto develop ourskills.

I think my

colleagues and Ishould havemeetings withmanagers todiscuss their plansfor staff trainingand development.

I think managers

should listen toproposals forlearning anddevelopmentproposals frommembers of mywork group, anddecide which tosupport.

Anyone should be able

to propose learning anddevelopment activitiesto their colleagues, andparticipate in decisionson how they are fundedand implemented.

Rank (1 - 5)

Further comments:



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PassiveInvolvement

(Depth 2)

ActiveInvolvement

(Depth 3)


(Depth 4)

Member-DrivenParticipation (Depth

5)

2. How would you describe the working environment? (Working Atmosphere)

What is thesituation now?

In my work groupthere is not muchtalking, and mycolleagues and Ikeep our headsdown.

In my work group,we talk a bit, andmanagers do makethe effort tocommunicate theirideas to us.

In my work group,there is quite a lotof conversation,and we are notafraid to haveconversations withmanagers whenwe need to raisean issue.

In my work group,we converse witheach other and ourmanager(s)frequently toaddress issues asthey arise.

In my group, we arefree to organise ourtime and conversewith anyone elsewhenever we havean issue to discuss.

Rank (1 - 5)

What would youlike to do in thefuture?

My colleagues / Ijust like to get onwith our work andnot be disturbed.

My colleagues / Ilike to hearmanagers' ideas aslong as they do notexpect us to comeup with ideas ofour own.

My colleagues / Ilike to discussmanagers' ideasand contribute totheir development.

My colleagues / Ilike to raise issuesand formulateideas, and haveopen discussionwith ourmanager(s) aboutthem.

My colleagues / Iwould like to be ableto freely discuss anyissue or idea, andchoose which othermembers of staff toinvolve in thediscussion.

Rank (1 - 5)

Further comments:



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PassiveInvolvement

(Depth 2)

ActiveInvolvement

(Depth 3)


(Depth 4)


5)

3. How do you induct newly appointed / elected staff? (Induction Processes)


People in my workgroup do notparticipate in staffinduction.

Sometimesmembers of mywork group areasked to brief newmembers of staff(or assess theirskills).

Members of mywork groupdiscuss managers'proposals on howto induct newstaff, and areinvolved ininductionactivities.

Managers listen toproposals for staffinduction preparedby members of mywork group anddecide with uswhich proposals toimplement.

Members of mygroup can proposeand discuss changesto staff induction,and we allparticipate indecisions on howthe proposals areimplemented.

Rank (1 -5)


My colleagues / Ido not want to beinvolved in staffinduction activities.

My colleagues / Iwould considerbriefing new staff(and assessingtheir skills) if askedto do so.

My colleagues / Iwould like todiscuss managers'proposals for staffinduction.

My colleagues / Iwould like to putour own proposalsto managers forstaff induction inour work group.

My colleagues and Iwould like tomanage theinduction of newstaff into our workgroup.

Rank (1 - 5)

Further comments:



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PassiveInvolvement

(Depth 2)

ActiveInvolvement

(Depth 3)


(Depth 4)


5)

4. How do you approach staff appraisal? (Staff Appraisal)


Members of mywork group do notappraise staff, orhave staffappraisals.

Members of mywork group haveappraisals that aredesigned andconducted by amanager.

Members of mywork groupcontribute to thedesign of theappraisal system,and have inputinto their ownappraisal

Members of mywork groupcontribute to thedesign of theappraisal system,and managers usethe process toidentify our careerdevelopmentneeds.

Members of mywork group cancontrol their ownappraisal, and ask acolleague of theirown choosing tohelp them work outoptions for careerdevelopment.

Rank (1 - 5)


My colleagues / Ido not want to beinvolved in a staffappraisal process.

My colleagues / Iwould like anappraisal from ourmanager to learnabout ourperformance.

My colleagues / Iwould like todiscuss theappraisal processwith managers toimprove it.

My colleagues / Iwould like to putproposals tomanagers on howthey use appraisalto support careerdevelopment.

My colleagues / Iwould like to controlthe appraisalprocess, and choosewhich colleague wewant to help us workout options forcareer development.

Rank (1 - 5)

Further comments:



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PassiveInvolvement

(Depth 2)

ActiveInvolvement

(Depth 3)


(Depth 4)


5)

5. How do you plan for the medium and long-term? (Strategic Management)


In my work group,we do notparticipate inmeetings, orreceive informationon the future plansof the organisation.

In my work group,we have meetingswith a manager,and s/he tells me(us) what theexecutive grouphave decided todo.

In my work group,we have meetingswith a manager,and they discusstheir plans with usbefore they makeany decisions.

My work group hasmeetings with amanager, and theylisten to our ideasfor the future of theorganisation beforeworking out with uswhich to adopt.

Anyone in my groupcan initiate aproposal andorganise meetingsto discuss and makedecisions about thecontribution of ourwork group to thefuture of theorganisation.

Rank (1 - 5)


I do not need orwant to participatein planningactivities I preferto work things outas I go.

I think our workgroup should havea meeting with amanager so theycan tell us theirplans.

I think our workgroup should havemeetings with amanager so theycan discuss theirplans with usbefore they takedecisions.

I think our workgroup should havemeetings withmanagers so theycan listen to ourplans and help uschoose whichone(s) to adopt.

I think anyone in mygroup should beable to initiate aplan and organise adiscussion / debateon whether toimplement it.

Rank (1 - 5)

Further comments:



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PassiveInvolvement

(Depth 2)

ActiveInvolvement

(Depth 3)


(Depth 4)


5)

6. How do you make operational decisions? (Operational Management)


If an issue orproblem arises,people in my workgroup ignore ituntil a managerwants to dosomething about it.

If an issue orproblem arises,people in my workgroup will tell amanager and findwhat to do.

If an issue orproblem arises,people in my workgroup will raise itwith a managerand makesuggestions tohelp the managerdecide what to do.

If an issue orproblem arises,people in my workgroup will proposea solution and clearit with a managerbefore going aheadwith it.

If an issue orproblem arises,people in my workgroup will work out asolution with anyonearound at the timecapable of helpingthem, then act on it.

Rank (1 - 5)


My colleagues / Iprefer to leaveissues andproblems formanagers to sortout.

My colleagues / Iwould like to feelable to raise issuesand problems, andfor managers toact on them.

My colleagues / Iwould like to raiseand discuss issuesand problems sothat managers canmake informeddecisions.

My colleagues / Ilike to come upwith our ownsolutions to issuesand problems, andget managementapproval to actionthem.

My colleagues / I liketo resolves anyissues and problemsusing our owncreativity and skills.We like to involveothers (at ourdiscretion) if wecannot resolve it byourselves.

Rank (1 - 5)

Further comments:



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PassiveInvolvement

(Depth 2)

ActiveInvolvement

(Depth 3)


(Depth 4)


5)

7. How do you go about setting wages, hours and leave entitlements? (Terms and Conditions)


People in my workgroup do notparticipate inmeetings todiscuss pay,employee benefitsor leaveentitlements.

People in my workgroup are giveninformation aboutour pay policy,employee benefitsand leaveentitlements.

People in my workgroup cancontribute todiscussions aboutpay levels,employee benefitsand leaveentitlementsbefore managersmake decisions.

People in my workgroup can makeproposals aboutpay levels, benefitsand leaveentitlements tomanagers, andmanagers work outwhether we can putthem into practice.

Everyone in mygroup can makeproposals, andparticipate indiscussions anddecisions on paylevels, staff benefitsand leaveentitlements.

Rank (1 - 5)


My colleagues / Ido not want toparticipate indiscussions on payrates, benefits andleave entitlements.We / I prefer toleave that toothers.

My colleagues / Iwould like to hearwhen there areplanned changesto pay, benefitsand leaveentitlements so amanager can tellus why things haveto change.

My colleagues / Iwould like to meetwith themanager(s) todiscuss proposedchanges to pay,benefits and leaveentitlementsbefore they makedecisions.

My colleagues / Iwould likemanagers to listento staff proposalson pay, benefitsand leaveentitlements, andhelp to develop asensible policy.

My colleague / Iwould like to makeproposals forchanges to pay,benefits and leaveentitlements, andorganise opendiscussions/debatesuntil a new policy isagreed.

Rank (1 - 5)

Further comments:



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PassiveInvolvement

(Depth 2)

ActiveInvolvement

(Depth 3)


(Depth 4)


5)

8. How are surpluses (profits) and deficits (losses) allocated? (Wealth Sharing)


People in my peergroup do notparticipate indecisions aboutwhat to do withsurpluses (profits)and deficits(losses), and donot talk to us aboutthe system forpaying bonusesand dividends.

People in my peergroup get told bymanagers what wewill do with oursurplus (profit) orcope with ourdeficit (loss). Theydecide and tell usabout the systemfor paying bonusesand dividends.

Managers willconsult people inmy peer group onwhat to do with oursurplus (profit), orhow to reduce ourdeficit (loss). Theylike to hear ourideas on a systemfor paying bonusesand dividends.

People in my peergroup can proposewhat to do withsurpluses (profits)and deficits(losses). Whenappropriate,managers workwith us to decideon a good systemfor paying bonusesand dividends.

People in my peergroup can proposehow to distributeour surpluses(profits) and reduceour deficits(losses). Wedebate and vote onwhat system to usefor paying bonusesand dividends.

Rank (1 - 5)


My colleagues / Ijust want a regularpay packet.We're / I'm notinterested indiscussing thesystem we use forpaying bonusesand dividends.

My colleagues / Iwould appreciatebeing told whatsystem managershave devised forpaying bonusesand dividends.

My colleagues / Iwould like tocontribute our ideasbefore managersmake any decisionsabout the systemfor paying bonusesand dividends.

My colleagues / Iwould like to makeproposals on thesystem for payingbonuses anddividends, and getmanagers guidanceon which systemthey think will work

best.

My colleagues / Iwould like tocontribute to thedevelopment ofany system forpaying bonusesand dividends, andbe part of anydecision to change

it.Rank (1 - 5)

Further comments:



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PassiveInvolvement

(Depth 2)

ActiveInvolvement

(Depth 3)


(Depth 4)


5)

9. How do you design new products and services? (Product / Service Development)


People in my workgroup do not havemeetings todiscuss thedevelopment ofour products andservices.

People in my workgroup are told bytheir manager(s)how we aredeveloping ourproducts andservices.

People in my workgroup are invitedby manager(s) tocontribute todiscussions onnew products andservices.

People in my workgroup can proposenew products andservices tomanager(s), andthey help us workout which will fitbest with businessobjectives.

People in my workgroup can proposenew products andservices tomanager(s), andparticipate indecisions onwhether to fund anddevelop them.

Rank (1 - 5)


My colleagues / Ido not want to beinvolved in thedevelopment offuture productsand services. We /I prefer to leavethis to others.

My colleagues / Iwould like to bekept informedabout thedevelopment ofnew products andservices.

My colleagues / Iappreciate havingdiscussions onhow to developnew products andservices.

My colleagues / Iwould like to makeproposals for newproducts andservices, and tohave the support ofmanagers todevelop them.

My colleagues / Iwould like to makeproposals for newproducts andservices, andparticipate indecisions about howthey can be fundedand developed.

Rank (1 - 5)

Further comments:



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PassiveInvolvement

(Depth 2)

ActiveInvolvement

(Depth 3)


(Depth 4)


5)

10. How do you access and develop markets? (Market / Business Development)


In my work group,we do not havemeetings aboutdevelopingmarkets, or receiveany information onthe development ofour business.

In my work group,we have meetingsto learn about theway our managersare developing thebusiness.

In my work group,we are included indiscussions onbusinessdevelopmentbefore managersmake decisions.

In my work group,we have meetingsto put ourproposals tomanagers, and theyguide us on whichproposals theythink will contributemost to developingthe business.

In my group, weprepare businessdevelopment plansfor our area of work,and participate indiscussions anddecisions on how tofund and implementthem.

Rank (1 - 5)


My colleagues / Ido not want toattend meetings onbusiness / marketdevelopments. We/ I prefer to leavethat to others.

My colleagues / Iwould appreciatemeetings wheremanagers tell usabout business /marketdevelopments.

My colleagues / Iwould like to havemeetings wheremanagers have aconversation withus about theirideas forbusiness / marketdevelopmentbefore they takeany decisions.

My colleagues / Iwould like to havemeetings where wecan present ourproposals forbusiness / marketdevelopment, andget managers inputon how to improvethem.

My colleagues / Iwould like toprepare proposalsfor our contributionto business / marketdevelopment, andmeet withcolleagues to makedecisions on theirfunding andimplementation.

Rank (1 - 5)

Further comments:



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workforce participation diagnostic - version 2.0

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