York St John UniversityStaff Survey Highlights 2010

David EvansResearch Consultant

October 2010

Introduction

– Participation– Employee engagement measures– Areas for improvement– Areas of strength– Other key issues– Employer of Choice– Staff comments

Response rate 2010 All staff 60% (51% in 2008)

[HEI average 56%]

Response rate by staff group

51%

65%

43%

57%

Academic staff

Admin, professional and technical staff

Ancillary staff

Senior Management Team

Chart 89: Response rate by Staff Group

Compared to 2008:• 187 comparable questions• 21 issues showed a statistically significant

improved score • 18 issues showed a statistically significant

deterioration in score

Comparisons with 2008

Biggest improvements:• Staff attending the Staff Open Forums who find these helpful/informative -

88% in 2010 (69% in 2008)• Staff attending the Staff Open Forums - 37% in 2010 (19% in 2008)• Staff satisfied with the physical accommodation provided for teaching

students - 74% in 2010 (61% in 2008)• Staff having an individual appraisal/performance development review in the

last 12 months - 81% in 2010 (68% in 2008)• Staff having a clean work space - 86% in 2010 (75% in 2008)• Staff who are aware of the Staff Open Forums held in the University - 95% in

2010 (87% in 2008)• Staff saying the University Senior Management Team are focused on meeting

the needs of students/service users - 73% in 2010 (65% in 2008)

Comparisons with 2008

Deteriorations:• Staff feeling their job security at the University is good - 68% in 2010 (83% in 2008)• Staff experiencing discrimination who have reported this - 11% in 2010 (25% in 2008)• Staff experiencing harassment and bullying who have reported this - 20% in 2010

(32% in 2008)• Staff saying the process of change causes me concern and worry - 32% in 2010 (21%

in 2008)• Staff feeling there are opportunities for career progression in the University - 32% in

2010 (42% in 2008)• Staff saying they have seen some positive changes in the last 12 months - 74% in

2010 (83% in 2008)• Staff saying, in their opinion, recent changes have been well communicated - 55% in

2010 (64% in 2008)

Comparisons with 2008

Employee Engagement

Key Drivers of Employee Engagement

• Having opportunities to feed views upwards• Feeling well informed about what is

happening in the organisation• Believing their manager is committed to the

organisation

CIPD Working Life: Employee Attitudes and Engagement

Employee Engagement(High Score is a good result)

Question York St John University

agree %

HEINorm

agree %My immediate manager helps me find a good balance between my work and home life

75% 73%

The University is a good place to work 94% 90%

My motivation at work is generally high 88% 86%

My satisfaction at work is generally high 83% 77%

I feel part of the University 79% 73%

I feel the University delivers good quality service to students/other customers

92% 88%

I understand what the values of the University are 87% 78%

The values of the University are moving in a direction I support 79% 73%

I feel proud to work for the University 88% 89%

The University Senior Management Team manage and lead the University well (excluding 'Don't know')

82% 69%

Employee Engagement(High Score is a good result)

Question York St John University

agree %

HEINorm

agree %Would you recommend the University to a friend as a place to work?

81% 75%

I am satisfied with my current role and level of responsibility 72% 72%

My line manager/supervisor/team leader keeps me informed about things I should know about

72% 71%

I feel fairly paid for the work I do 65% 63%

I feel safe and secure in my working environment 97% 92%

Do you know how to report accidents and incidents? 79% 69%

I am satisfied with the support I get from my immediate manager 76% 78%

On the whole, communication in the University is effective 65% 63%

I am satisfied with my current level of learning and development 70% 69%

Employee Engagement(Low Score is a good result)

Question York St John Universityagree %

HEINorm

agree %Overall I feel unduly stressed at work 25% 29%

Are you currently being harassed or bullied at work? 3% 5%

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

7% 11%

I often think about leaving the University 33% 37%

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

65% 75%

Key to Scores – Median values• (York St John University 2008 score) • [HEI benchmark group]

Benchmarking

Top Issues: Workload & Bureaucracy

• 63% (59%) [64%] felt they had to put in a lot of extra time in last year to meet their workload demands

• 53% (53%) [56%] feel that too many approvals are needed for routine decisions

• 49% (51%) [47%] feel they are required to do unimportant tasks which prevent them from completing more important ones

• 25% (27% 2008) feel unduly stressed at work [29%]:– Caused by work demands, workload, insufficient staff– 37% (39% in 2008) reported it

Top Issues: Staff Retention & Career Progression

• 55% (59%) [56%] do not feel the University is doing a good job of retaining its most talented people

• 68% (58%) [56%] do not feel that there are opportunities for career progression for them in the University

• 33% (38%) [37%] often think about leaving the University – e.g. they want to leave to develop their careers at another education institution or they are unhappy in their job

• 52% (55% in 2008) [43%] feel that the current pace of change is about right; 14% think it is too fast and 14% too slow

• 36% (37%) [49%] feel that change within the University is not managed well

• 39% (38%) [42%] feel that change within their Faculty/Department is not managed well

• 65% (64%) [74%] feel that more could be done to help staff prepare for and cope with change

Top Issues: Managing Change

Top Issues: Communication

• 35% said on the whole, communication in the University is not effective (38% in 2008) [37%]

• 49% said communication between senior management and staff is not effective (51% in 2008) [52%]

• 59% said on the whole, the different parts of the University do not communicate effectively with each other (65%) [65%]

Occupation group Areas for improvement

Academic •Workload & bureaucracy, retaining talented staff, communication, managing change

Administrative/professional/technical staff

•Career progression, pay, managing change, communications, workload & bureaucracy

Ancillary staff •Career progression, intention to leave HE, managing change, communications, workload, staff involvement

Areas for improvement by staff group

Staff Perceptions 2010

Job satisfaction Immediate managers

Pay & benefits Working together

Clarity of roles & responsibility Quality of service

Treating people equally Feeling valued

Areas of Strength

• 96% (94%) [89%] say, generally, they enjoy their work• 90% (90%) [86%] are satisfied with the support they

get from their work colleagues• 89% (92%) [90%] said they can decide on how to go

about doing their workBUT • 33% do not feel their job security is good (16%)

[26%]

Job satisfaction

• 86% feel, overall, the University offers a good pay and benefits package (83%) [83%]

• Nearly all respondents said the University offers good pension schemes, sick pay, holiday and maternity entitlement

BUT • 35% (41%) [36%] do not feel fairly paid for the

work they do

Pay & benefits

Immediate managers

• 90% (91%) [90%] is approachable• 88% (91%) [89%] is supportive in a personal crisis• 87% (85%) ensures they have the skills they need to

be able to do their job well• 86% [86%] respects and values them BUT• 38% (42%) [42%] does not deal with poor

performance effectively• 36% (37%) [38%] does not motivate them to give

their best

Quality and Values

• 96% (96%) know a lot or a little about the University’s core values

• 92% (89%)[87%] feel the University delivers good quality service to students/other customers

• 94% (93%) [90%] feel their Faculty/ Department delivers good quality service to students/other customers

Other key results

• 3% (6%) [5%] of respondents said they are currently being harassed or bullied at work– 90% (95%) said this was by a colleague or manager– Main forms were excessive criticism or being

singled out for unfair treatment – 20% had reported this (32%)– Main reasons for not reporting: nothing would

happen, possible victimisation, concerns about being labelled a troublemaker

Harassment & Bullying

• 7% (9%) [11%] of respondents felt discriminated against at work in the last 12 months– 82% said person responsible was more senior and 29% at

the same level as them– Discrimination because of level in organisation (36%)

(31%), gender (32%) (29%) and age (29%) (45%)– 11% reported (25%)– Not reported because of concerns about being labelled a

troublemaker or possible victimisation

Discrimination

• 79% (83%)[73%] feel a part of the University• 88% [89%] feel proud to work for the

University• 81% (81%) would recommend the University

as a place to work

“The University is a good place to work” 94% said it is (94%) [89%]

Employer of choice

• Friendship/camaraderie of team/colleagues • There is a happy/friendly /stress free working

atmosphere/environment • Working time flexibility/home working is good• Good holiday provision • Good location

Comments about good things working for York St John

• Improve communication overall • Improve/introduce catering facilities/better food • Improve communication between

colleagues/team members/departments • Improve condition/size of working environment • Increase involvement in/communication about

important issues

Comments on improvements needed

Questions and discussion