1 B&F Employee Satisfaction Survey Committee, All-Staff Survey: AVPF Survey Results Expanded Presentation B&F Survey Committee, 2005 Questions?

2 B&F Employee Satisfaction Survey Committee, Agenda Survey purpose & timeline Overview of today’s session Presentation of data: B&F Results Our departmental results Summary of open ended comments Priority matrix Discussion What happens next

3 B&F Employee Satisfaction Survey Committee, Purpose of the Survey Obtain baseline information on employee satisfaction Give direction to action planning –Capitalize on strengths –Address areas that need improvement –Consider single-year and multi-year strategies –Identify targets for specific dimensions and timelines In order that… Leadership understands how staff feel about working here. All Business & Finance units become even greater places to work. We continue to become a high-performance organization.

4 B&F Employee Satisfaction Survey Committee, Survey process timeline: so far September 2004 – December 2004: Survey co- developed by B&F Survey Committee and CFI December 04 – January 05: Pilot tests & fine-tuning January 24, 2005 – February 4, 2005: Survey available for all 2700 B&F staff members February – March, 2005: CFI Group and UM research associate analyze responses, develop reports April, 2005: Written report of B&F-wide survey summary available to all B&F staff.

5 B&F Employee Satisfaction Survey Committee, Survey process timeline: now Completed by June 30, 2005: Unit-level survey results provided unit management & staff. –All staff involved in understanding results, identifying possible areas for focus on improvement June – September 15, 2005: Action planning for top priority employee satisfaction issues –Customer Survey Results available by mid June –Targets set for improvement in specific measures –Plans made for improvements based on both sets of results September 16, 05 – October, 06: –Implementation of changes or improvements (first year of multi-year) October, 2006 survey repeated to assess improvement Revised

6 B&F Employee Satisfaction Survey Committee, Overview We heard what you had to tell us The survey isn’t about good news or bad news. It’s information about what we should be paying attention to in our organization Our analogy for reading the results is like the range of temperature comfort –70 and above - Pleasant or comfortable for most people –60-70 – Moderately comfortable, starting to require some accommodation at the lower temperatures –59 and below – Probably most people would experience this as “chilly”, requiring them to accommodate in some way

7 B&F Employee Satisfaction Survey Committee, Success so far Target: 70%; Actual participation: 75% Successful implementation strategies: –Support by top leadership –Supported by 63 liaisons/survey ambassadors Received training, supported/conducted survey distribution, continue to give implementation feedback –On-line and paper surveys available So far so good. BUT: true success, in the eyes of staff, will be in visible results.

8 B&F Employee Satisfaction Survey Committee, B&F Overall Participation Rate AVP UnitTotal Population * # of responses % of unit responding to survey AVP Finance % AVP Facilities & Operations % Chief Investment Officer 99100% AVP Human Resources & AA % AVP MAIS % Other**28113N/A Total %

9 B&F Employee Satisfaction Survey Committee, What We Will Cover Today CFI Analysis –Workplace dimensions index scores –Workplace dimensions impact scores –Road Map –Priority Matrix –Dimensions with questions index scores AVP area survey responses Actual question responses by percentages (Optional) Open-ended responses (to be summarized)

10 B&F Employee Satisfaction Survey Committee, Definitions of Terms © CFI Group Reminder: An INDEX score is a weighted AVERAGE of all responses to a question, translated to a scale of 10 – 100, with 100 being the most positive. Index Score: Average respondent score for questions asked in the survey. Questions are asked on 1–10 scale, translated to 10–100. Dimension Score: Average of indices for all questions that make up a Dimension. Scores range from 10–100; note that scores are averages, not percentages. Impact: Increase in Satisfaction Dimension index score expected from a 5-point increase in a Workplace Dimension Score. Derived from PLS regression output.

11 B&F Employee Satisfaction Survey Committee, CFI Model: Potential Link to Customer Evaluations of Service Quality Customer Orientation Customer Orientation Likelihood to Recommend Likelihood to Recommend Loyalty Employee Satisfaction Index Employee Satisfaction Index I care about the future of the organization I am proud to work here Etc… Overall satisfaction with my job Compared to expectations Compared to the ideal Organizational Commitment Organizational Commitment Effectiveness of new hire training Aware of training opportunities Etc… Provided proper resources Availability of resources Etc… Fair distribution of work Enough employees to do the work Etc… Gives appropriate recognition Openly shares information Etc… Meets needs well Costs are reasonable Etc… Availability of opportunities Effectiveness of communications Etc… Paid a fair wage for the work Understand my level of pay Etc… Survey Questions Training Advancement Resources Workload Management Benefits Compensation Workplace Dimensions Employee Attitudes Behavioral Outcomes © CFI Group

12 B&F Employee Satisfaction Survey Committee, B&F Overall Index Scores

13 B&F Employee Satisfaction Survey Committee, B&F Overall Impact Scores

Business & Finance Core Values Autonomy/ Involvement Resources/ Environment Job Satisfaction Job Satisfaction Unit/Dept. Commitment Workplace Dimensions Supervisor Workload Communication Behavioral Outcomes Recognition Co-workers Training and Development Task Significance Unit/Dept. Loyalty Unit/Dept. Recommend U of M Commitment U of M Loyalty Customer Focus Compensation Benefits Senior Management Advancement Climate Employee Attitudes Score Impact An “impact” predicts the change resulting from a 5- point change in a workplace dimension score. For example if the Workload score increases 5 points (from 61 to 66), ESI is predicted to increase by.6. B&F Overall Road Map © CFI Group

15 B&F Employee Satisfaction Survey Committee, B&F Overall Priority Matrix

16 B&F Employee Satisfaction Survey Committee, Questions? What questions do you have about what you’ve seen so far?

17 B&F Employee Satisfaction Survey Committee, AVPF Workplace Dimensions Index © CFI Group

18 B&F Employee Satisfaction Survey Committee, AVPF Workplace Impacts © CFI Group

Business & Finance Core Values Autonomy/ Involvement Resources/ Environment Job Satisfaction Job Satisfaction Unit/Dept. Commitment Workplace Dimensions Supervisor Workload Communication Behavioral Outcomes Recognition Co-workers Training and Development Task Significance Unit/Dept. Loyalty Unit/Dept. Recommend U of M Commitment U of M Loyalty Customer Focus Compensation Benefits Senior Management Advancement Climate Employee Attitudes Score Impact An “impact” predicts the change resulting from a 5- point change in a workplace dimension score. For example if the Workload score increases 5 points (from 61 to 66), ESI is predicted to increase by.6. AVP-Finance Area Road Map © CFI Group

20 B&F Employee Satisfaction Survey Committee, AVPF Priority Matrix

21 B&F Employee Satisfaction Survey Committee, AVPF Rating of Supervisor How You Rate Your Supervisor#% Outstanding Above Average Average 8120 Below Average 389 Far Below Average 215 Number of Respondents 407

22 B&F Employee Satisfaction Survey Committee, Open-ended questions: B&F At least 40% of respondents answered each question, up to 61% Not isolated, not “just discontents” Survey analyst read all answers, and told us: “I was really impressed by how deeply people care about their work, about each other, and about the University.”

23 B&F Employee Satisfaction Survey Committee, Open-ended questions: B&F Are there obstacles that prevent you from doing your best work? 911 comments Key topics: –lack of communication or information sharing –environment (physical as well as climate) –equipment/ supplies –lack of professional development and training –management/leadership issues –work or tasks (staffing, scheduling)

24 B&F Employee Satisfaction Survey Committee, Open-ended questions: B&F What are the top three things that matter most to you about your job? 1321 comments Key topics: –benefits –pride in one’s work –people I work with –recognition –salary/pay

25 B&F Employee Satisfaction Survey Committee, Open-ended questions: B&F What are three recommendations you would make to improve your work environment? 1185 comments Key topics: –communication –professional development and training –salary or pay –work environment

26 B&F Employee Satisfaction Survey Committee, DEPARTMENT SPECIFIC RESULTS SEE HANDOUTS Workplace Dimensions and Scores Summary of Open-Ended Themes Priority Matrix Questions with Index Scores Discussion Worksheets

27 B&F Employee Satisfaction Survey Committee, Unit Survey Responses – Questions by Percentage (optional) INDEX AVERAGEReminder: The INDEX score is an AVERAGE of all responses to the question, translated to a scale of 10 – 100, with 100 being the most positive. RANGEAverage scores do not tell the whole story, so you may also wish to review the data about the RANGE of answers in your area, as –Percent of responses moderately to strongly positive (80-100) –Percent relatively neutral (40-70) –Percent moderately to strongly negative (10-30)

28 B&F Employee Satisfaction Survey Committee, Explore & Discuss the Results 1.What stands out to you at first glance? Any surprises? 2.What strikes you as particularly positive or pleasing? 3.What strikes you as a concern? How does this compare with B&F as a whole?

29 B&F Employee Satisfaction Survey Committee, Key Questions for Planning 1. Continue/Celebrate What are our highest scores? What accounts for these high scores? What should we continue doing? 2. Continuous Improvement What Dimensions or questions are most in need of attention in order to improve our organization? What else would you move into the Top Priority category?

30 B&F Employee Satisfaction Survey Committee, What Happens Next? Phase I: Understanding the Results (April-June). Phase II: Action Planning (June- September 15 th ) Phase III: Execute Plans and Review Targets (September, 2005-October, 2006). Revised

31 B&F Employee Satisfaction Survey Committee, Closing Thank you Your participation is KEY What you can do. –Read the Executive Summary –Read the Departmental results –Continue discussing items with your co-workers and supervisor –Participate in the efforts that will grow out of your suggestions today

32 B&F Employee Satisfaction Survey Committee, APPENDIX INFORMATION Discussion Worksheet Key Questions to Consider