Transcript Employee Egagement - Lorain County Community College

AlphaMeasure
Employee Engagement
Presentation to:
Operations Council
March 2008
www.alphameasure.com
Outline
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Purpose/Context
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Definitions
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Characteristics of Engagement
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AQIP HR Design Team—and
Engagement
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Quality Awards—a New Focus
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AlphaMeasure
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Base Questions
Core Competency Areas
Reports
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Other Options
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Next Steps
History
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Historically surveys around
employees have measured
Satisfaction with the
organization, particularly
overall satisfaction with the
organization – this has
evolved to Engagement - how
well they are engaged within
their organizational unit.
Definitions
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Employee Engagement:
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The level of commitment and involvement an
employee has towards their organization and
its values (AlphaMeasure)
Willingness to go above and beyond what is
expected (Forbes—October 2005)
The extent to which people enjoy and believe
in what they do and feel valued for doing it
(Development Dimensions International)
Characteristics
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Engaged Employees Will:
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Stay with the organization
Advocate for the institution
Contribute to the mission, vision, and
bottom line
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Significant link between engagement and
profitability (Gallup)
Perform better and stay motivated
Alternatives to Employee
Engagement
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Higher employee
turnover
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Diminished performance
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Lost training dollars
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Lower morale
AQIP Human Resource
Design Team
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Strategic Asset Model (OPE)

Engagement (Retention)—
”this will include the review of
various engagement models
from other community
colleges and business
organizations (e.g., Gallup
“First Break All the Rules”
Q12 survey). As a result,
AlphaMeasures was selected.”
Quality Awards—New Focus

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Category 5: Workforce Focus (revised
title). This Category has been totally
redesigned with two items:
Item 5.1, now Workforce Engagement,
has three Areas to Address:
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(1) Workforce Enrichment,
(2) Workforce and Leader Development, and
(3) Assessment of Workforce Engagement.
Item 5.2, now Workforce Environment,
has two Areas to Address:
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(1) Workforce Capability and Capacity and
(2) Workforce Climate.
The AlphaMeasure Survey
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Base employee questions—these
questions are at the foundation of every
survey (14)
Employee Core Competencies—
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16 core competency areas with a total of 80
questions
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Optional Customized questions (18)
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Open Text Employee Comments section
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Demographic questions
Several Base
Employee Questions
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I clearly understand what is expected of
me at this organization.
I have the equipment and resources to
correctly do my job.
My job allows me to utilize my talents daily.
There is a person in this organization that
cares about me as an individual.
I receive recognition for a job well done.
Core Competency Areas
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Career opportunities
Compensation/
benefit
Coworkers
Culture and climate
Diversity
Human resources
Job security
My supervisor
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Senior/top
management
Team dynamics
Training opportunities
Work/life balance
Workplace ethics
Recognition
Safety/work
environment
Organizational structure
Core Competency
Career Opportunities
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I have career advancement opportunities
within this organization.
I have gained valuable experience while
working at this organization.
This organization provides me with a clear
development plan.
Hard work and dedication are the best way
to advance in this organization.
This organization is committed to the
development of its staff members.
Reports
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All reports available on line and real time
Base, Core Competency, Custom, and
Open question reports and ratings
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Demographic and organizational reports
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Employee engagement report with rating
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Filtered reports by departments/divisions
and demographics
Benchmark Reports—base questions and
employee engagement
Next Steps
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Administer pilot survey week of
March 10
Send advance letter to staff week of
March 17, place notice in FYI
Launch survey March 31
Window for responses March 31 April 11
Share results with HR Design Team
for processing and development of
action plans May - July