Transcript Morehead Engagement Solutions

Why ask for feedback?
 We WANT to know what our faculty and staff are feeling
about the institution
 We aspire to have a fully engaged faculty and staff
 Shared governance works best when everyone is engaged
 The high response rate indicates that our faculty and staff
care deeply about this institution
 While our legacy organizations had not surveyed broadly,
(then) MCG faculty were surveyed 2008 – 2012 and this
provides opportunity to:
 expand across entire organization
 cross reference previous results
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Georgia Regents University
2014 Engagement Survey
University Senate
Megan Medvedeff, PhD
Managing Engagement Advisor
Today’s Agenda
 Introduction
 Georgia Regents University Results
− Commitment
− Opportunities to Celebrate
− Opportunities to Collaborate and Improve
− MCG/GHSU Historical Comparison
− Unit Breakdowns and Filters
 Summary
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Employee Voice Model
Organization
Domain
Commitment
Indicator
Manager
Domain
Employee
Domain
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High
Performance
Organization
Survey Design and Scale
Core Items
(61 Items)
Clinical Faculty
Items
(18 Items)
Faculty Items
(34 Items)
All items rated on a 5-pt scale
Strongly
Disagree
Disagree
Neutral
Agree
% Unfavorable
% Favorable
3,395
Invited
2,102
Responded
Response Rate
Overall – 62%
Faculty – 67% (801 responded)
Staff – 58% (1301 responded)
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Strongly
Agree
5
Organizational Results
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What will results tell us?
There are opportunities to:
 Celebrate
 Improve
 Collaborate
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Commitment
Workforce Survey Item
2014
GRU
%
Fav
%
Neut
%
Unfav
50. I would like to be working at this organization three
years from now.
3.93
71%
18%
11%
37. I am proud to tell people I work for this
organization.
3.86
70%
22%
9%
61. Overall, I am a satisfied employee.
3.72
67%
21%
12%
60. I would recommend this organization as a good
place to work.
3.63
62%
25%
13%
38. I would stay with this organization if offered a
similar job elsewhere.
3.48
53%
29%
18%
GRU Mean Commitment Indicator 3.72
Organizati
on Domain
Commitmen
t Indicator
Manager
Domain
Overall Results
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Employee
Domain
2014 Highest % Favorable
Domain
2014
GRU
%
Fav
%
Neut
%
Unfav
26. I like the work I do.
EMP
4.43
91%
7%
2%
4. I enjoy working with my coworkers.
EMP
4.36
89%
9%
3%
41. My work unit/department produces high-quality
work.
EMP
4.23
87%
10%
3%
42. Employees in my work unit/department follow
proper procedures.
EMP
4.15
86%
10%
4%
10. Employees in my work unit/department help
students/patients even when it's not part of their
job.
EMP
4.27
86%
11%
3%
Items with favorable responses >85%
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Highest % Neutral (pg 1 of 2)
Domain
2014
GRU
%
Fav
%
Neut
%
Unfav
25. Information from this survey will be used to
make improvements.
ORG
3.18
39%
37%
24%
40. Employees who work here are seldom
distracted from their work.
EMP
3.20
43%
31%
26%
59. I have confidence in executive management's
leadership.
ORG
3.26
46%
31%
24%
58. I have confidence in senior management's
leadership.
ORG
3.38
51%
28%
21%
13. Different levels of this organization
communicate effectively with each other.
ORG
3.00
37%
28%
36%
9. Different work units/departments work well
together in this organization.
ORG
3.36
50%
28%
23%
Items with neutral responses >25%
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Highest % Neutral, cont.
Domain
2014
GRU
%
Fav
%
Neut
%
Unfav
30. The environment at this organization makes
employees in my work unit/department want to go
above and beyond what's expected of them.
EMP
3.11
41%
27%
32%
56. Executive management's actions support this
organization's mission and vision.
ORG
3.46
55%
26%
18%
44. This organization provides great delivery of
service.
ORG
3.63
62%
26%
12%
Items with neutral responses >25%
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Highest % Unfavorable
Domain
2014
GRU
%
Fav
%
Neut
%
Unfav
28. My work unit/department is adequately staffed.
ORG
3.02
44%
16%
40%
27. My pay is fair compared to other employers in
this area.
ORG
3.01
41%
23%
36%
13. Different levels of this organization
communicate effectively with each other.
ORG
3.00
37%
28%
36%
30. The environment at this organization makes
employees in my work unit/department want to go
above and beyond what's expected of them.
EMP
3.11
41%
27%
32%
29. The amount of job stress I feel is reasonable.
EMP
3.23
50%
21%
28%
40. Employees who work here are seldom
distracted from their work.
EMP
3.20
43%
31%
26%
Items with unfavorable responses >25%
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Building on History: MCG/ GHSU
• Faculty surveyed with Morehead since 2008
• College of Allied Health Sciences
• Graduate Studies
• Medical College of Georgia
• College of Dental Medicine
• College of Nursing
• Last Faculty survey was conducted in June – July of 2012
• It was a short pulse survey
• 33% of invited Faculty participated
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Building on History: MCG/ GHSU
2014 Survey Item
I am confident that I can
accomplish my career objective
at this institution.
When appropriate, I can act on
my own without asking for
approval. *
I have confidence in senior
management’s leadership.
I feel that this institution is on the
right track to improve faculty
development.
Score
%
Unfav
2012 Survey Item
I am confident that I can
accomplish my career objectives 3.15
at this institution.
I feel that I can make routine
decisions without seeking too
3.07
many approvals.
%
Unfav
30%
3.63
14%
3.88
11%
3.31
24%
I have confidence in Senior
Administration's leadership.
3.03
35%
20%
I am confident that this institution
is on the right track to improve
2.85
faculty development.
41%
3.38
*Approximate comparison between items
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Score
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14
36%
Commitment Indicator by Position
Senior Management (14)
82% Response Rate
Research Scientists (16)
30%
College Management (56)
90%
3.85
Clinical Faculty (270)
62%
3.82
Staff (1,064)
69%
3.81
Management (176)
77%
3.80
Residents (109)
23%
Non-Clinical Faculty (395)
4.11
3.63
3.36
72%
1.00
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4.40
1.50
2.00
2.50
15
3.00
3.50
GRU Mean
Commitment
Indicator: 3.72
4.00
4.50
5.00
Commitment Indicator by Facility –
Faculty Only
East Central Regional (MCG) (10)
3.89
Health Sciences Campus (540)
3.73
Athens Campus (CON) (7)
3.69
Summerville Campus (236)
3.25
1.00
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1.50
2.00
16
2.50
3.00
3.50
GRU Commitment
Indicator: 3.72
4.00
4.50
5.00
Commitment Indicator by Academic Rank –
Faculty Only
Research Scientists & Other (17)
4.11
Instructor (56)
3.83
Lecturer (20)
3.72
Assistant Professor (295)
3.58
Professor (208)
3.56
GRU Commitment
Indicator: 3.72
Associate Professor (203)
3.53
1.00
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1.50
2.00
17
2.50
3.00
3.50
4.00
4.50
5.00
Commitment Indicator by Employment
Status – Faculty Only
Part-time (66)
3.66
Full-time (735)
3.58
GRU Commitment
Indicator: 3.72
1.00
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1.50
2.00
2.50
18
3.00
3.50
4.00
4.50
5.00
Commitment Indicator by Years of Service
5.00
4.50
4.14
4.00
3.84
3.67
3.62
3.66
3.73
3.65
73%
73%
72%
3.74
3.89
3.50
2.50
2.00
1.50
Response Rate
3.00
56%
52%
51%
58%
< 6 mos
(116)
6 mo-<1 yr
(212)
1 - 2 yrs
(396)
3 - 5 yrs
(344)
78%
72%
1.00
GRU Mean Commitment Indicator: 3.72
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6 - 10 yrs
(428)
11 - 15 yrs
(238)
16 - 20 yrs
(145)
21 - 25 yrs
(133)
25+ yrs
(90)
Commitment Indicator by College
MCG (805)
45% Response Rate
3.83
CDM (306)
94%
3.81
CAHS (90)
90%
3.79
Graduate School (6)
86%
COE (46)
88%
3.54
CON (81)
85%
3.53
CAHSS (111)
90%
HCB (33)
100%
CSM (68)
87%
1.00
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3.73
3.36
3.22
GRU Mean Commitment
Indicator: 3.72
3.12
1.50
2.00
2.50
20
3.00
3.50
4.00
4.50
5.00
Open-ended Item Responses
Percent of comments by theme
Please provide one suggestion on how to make this organization better.
16% Address staffing issues
14% Increase pay and benefits
12% Open lines of communication
12% Update the facility and technology
Employee Feedback Rate: # Responded=1,322 and % Responded=63%
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Open-ended Item Responses
Percent of comments by theme
What changes or improvements would you
like to see in your work unit in the next one to two years?
29% Address staffing issues
16% Update facility, equipment and technology
14% Improve pay
9% Address leadership issues
Employee Feedback Rate: # Responded=1,221 and % Responded=58%
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Summary
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GRU Celebrations
 Positive perceptions about the work unit/ department
– Liking the work
– Employees help students/patients even when its not part of their job
– Enjoying working with coworkers/ colleagues
– Producing high quality work
 Ideas and suggestions are seriously considered
 There is a great foundation for working with survey results given what
happened with MCG’s previous efforts
 Connect with high performing work groups to learn and share
internal best practices
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GRU Opportunities
 Confidence in executive and senior management (key driver)
 Employee fit (key drivers)
– Sense of belonging
– Job makes good use of skills and abilities
 Staffing and work/life balance
– Job stress
– Going above and beyond
– Opportunities to conduct research
– Ability to balance teaching/ research/ clinical roles
 Cross-department relationships
– Different work units/ departments work well together
– Different levels of this organization communicate effectively with each other
 Perceptions of pay
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Next Steps
7/16/2015
Next Steps & Schedule for GRU
 Stage 1
 Executive Leadership
 Review Period
 Stage 2
 VPs & Deans
 Review Period
 Stage 3
 Department Chairs, Directors & Managers
 Review Period
 Stage 4
 University Senate Presentation
 EAC Presentation
 All Employees Review Period
 Action Planning
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8/11
8/11 – 8/18
8/22
8/22 – 9/12
9/16
9/16 – 10/5
10/06
10/06
10/06 – 10/24
10/27 – 12/19
Working with Results
Multiple ways to interpret the data
 Internal benchmarks:
 How did your department score compared to GRU?
 % Favorable/ Unfavorable:
 Which items have the highest % favorable and
unfavorable responses?
 Other available data:
 What insight do other metrics or assessments give you
about engagement? Examples include Turnover Reports,
Exit surveys, Faculty Morale Survey, etc.
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Relationship to Faculty Morale Survey
Three areas of similarity
 Confidence in Executive/ Senior Leadership
 Work life balance
 Communication
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Your Role




Participate in your departmental and/or college
meetings to review the results and discuss priority
issues.
Participate in developing key actions for improvement
Participate in accomplishing the action plans
Review progress status updates as provided
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QUESTIONS?
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