QPSC Overall KDA Job Engagement

Contents  Introduction  What is Key Driver Analysis?  Methodology  Factor Analysis Solution  Results

Introduction  Key Driver Analysis is a statistical method used to describe the relationship between questions in a survey and a 'key driver' question, such as overall satisfaction, loyalty or engagement  The derived importance scores for each survey attribute is plotted along with standard survey performance scores on a quadrant plot. Where the attribute is located on the quadrant plot is used to determine if it is a "driver" of the dependent (variable) measure. The quadrant plot is accompanied by an impact bar chart so that the relative importance of the survey attributes can be more easily compared  Impact on Engagement: In order to see the biggest change in employee engagement, action should be focused on improving the issues that have the greatest impact on engagement.  About this report: Please refer to the spec and Excel tool for this project for the client specific methodology. The plots in this report have been created by exporting outputs from the Excel tool. To recreate any plots go to the Excel tool and export the models

What is Key Driver Analysis? Key Driver Analysis (KDA) is a statistical approach to identifying the factors most strongly linked to employee engagement, and hence which aspects should be targeted for improvement Step 1 Review the questionnaire to identify which questions can be used in the analysis Calculate the engagement index, followed by factor analysis and regression analysis Graphical output that illustrates the relative importance of the key drivers compared with their performance Step 2Step 3 Low Impact Strong Performance Maintain and Support High Impact Strong Performance Promote Low Impact Low Performance Area to Monitor High Impact Poor Performance Need to improve Impact on Engagement Performance STRENGTHS IMPROVEMONITOR MAINTAIN

Methodology  The statistical techniques used in Key Driver Analysis are fundamental in the area of multivariate analysis and consist of factor analysis and multiple regression analysis. Each technique is described below Factor Analysis: is used to identify patterns in batteries of attitude questions, allowing one to assess whether the attitude questions are measuring the same underlying characteristic or, to discover whether amongst the range of responses there are any particular patterns. The use of factor analysis is based on the view that responses to particular questions are caused or affected by underlying factors. The assumption is that, if this is the case, such questions will be answered similarly and hence will correlate with each other Regression analysis: used to identify attributes most likely to influence and drive employee engagement. This is achieved by constructing a statistical model which assigns importance weights to the attributes that have been measured. These weights can then be used to identify which attributes have an impact on engagement Engagement=Line manager +Learning & development +Senior manager +Reward & recognition +Job role Outcome variable (also known as the dependant variable) Is made up of One or more input variables (also known as independent or predictor variables)

Factor Analysis Solution (1/3) Factor analysis was conducted to help to identify the employee engagement index and group the other survey questions into underlying factors (themes) that are measured across the questionnaire. The Key Driver Analysis follows the structure provided by the factor analysis to build a series of statistical models to help determine which factors drive employee engagement and then which questions are the "key drivers". The table below illustrates the employee engagement index and the factors confirmed by the factor analysis for this organisation

Factor Analysis Solution (2/3) Factor analysis was conducted to help to identify the employee engagement index and group the other survey questions into underlying factors (themes) that are measured across the questionnaire. The Key Driver Analysis follows the structure provided by the factor analysis to build a series of statistical models to help determine which factors drive employee engagement and then which questions are the "key drivers". The table below illustrates the employee engagement index and the factors confirmed by the factor analysis for this organisation

Factor Analysis Solution (3/3) Factor analysis was conducted to help to identify the employee engagement index and group the other survey questions into underlying factors (themes) that are measured across the questionnaire. The Key Driver Analysis follows the structure provided by the factor analysis to build a series of statistical models to help determine which factors drive employee engagement and then which questions are the "key drivers". The table below illustrates the employee engagement index and the factors confirmed by the factor analysis for this organisation

Results Overview  The Overall model shows the significant factors only  For each significant factor a question level is shown  The scale for the impact axis is set at the minimum of zero  For the performance axis a relative scale is used and this may vary for each plot  Please refer to the excel tool for information on the R-squared and Base size for each model 9

Quad Plot: Overall Model: EEI Job engagement (Positive Scores)

Bar Chart: Overall Model: EEI Job engagement (Positive Scores) Relative Impact Percent

Question\ Attribute Key: Overall Model: EEI Job engagement (Positive Scores) QIDQuestion Text f9Job empowerment f4Role clarity and goal alignment f6Learning and development f8Workload and health f2My workgroup f13Innovation f3My manager

Quad Plot: f2 My workgroup: EEI Job engagement (Positive Scores)

Bar Chart: f2 My workgroup: EEI Job engagement (Positive Scores) Relative Impact Percent

Question\ Attribute Key: f2 My workgroup: EEI Job engagement (Positive Scores) QIDQuestion Text q24bI receive help and support from other people in my workgroup q24gPeople in my workgroup do their jobs effectively q24cPeople in my workgroup are honest, open and transparent in their dealings q24fPeople in my workgroup are committed to delivering excellent service to customers

Quad Plot: f3 My manager: EEI Job engagement (Positive Scores)

Bar Chart: f3 My manager: EEI Job engagement (Positive Scores) Relative Impact Percent

Question\ Attribute Key: f3 My manager: EEI Job engagement (Positive Scores) QIDQuestion Text q31gMy manager draws the best out of me q31eMy manager creates a shared sense of purpose

Quad Plot: f4 Role clarity and goal alignment: EEI Job engagement (Positive Scores)

Bar Chart: f4 Role clarity and goal alignment: EEI Job engagement (Positive Scores) Relative Impact Percent

Question\ Attribute Key: f4 Role clarity and goal alignment: EEI Job engagement (Positive Scores) QIDQuestion Text q21fI feel I make a contribution to achieving the organisation q21dI am committed to my organisation s goals q21bI understand what is expected of me to do well in my job

Quad Plot: f6 Learning and development: EEI Job engagement (Positive Scores)

Bar Chart: f6 Learning and development: EEI Job engagement (Positive Scores) Relative Impact Percent

Question\ Attribute Key: f6 Learning and development: EEI Job engagement (Positive Scores) QIDQuestion Text q33cMy organisation is committed to developing its employees q28dIn my organisation, there are opportunities for me to develop my skills and knowledge q28gI am satisfied with the opportunities available for career development q28f Learning and development activities I have completed in the past 12 months have helped to improve my performance

Quad Plot: f8 Workload and health: EEI Job engagement (Positive Scores)

Bar Chart: f8 Workload and health: EEI Job engagement (Positive Scores) Relative Impact Percent

Question\ Attribute Key: f8 Workload and health: EEI Job engagement (Positive Scores) QIDQuestion Text q23hMy work has a negative impact on my health q23bI feel burned out by my work

Quad Plot: f9 Job empowerment: EEI Job engagement (Positive Scores)

Bar Chart: f9 Job empowerment: EEI Job engagement (Positive Scores) Relative Impact Percent

Question\ Attribute Key: f9 Job empowerment: EEI Job engagement (Positive Scores) QIDQuestion Text q22eMy job gives me opportunities to utilise my skills q36bYour ability to work on your own initiative q22cI get the information I need to do my job well q22aI have a choice in deciding how I do my work q22dI have the authority necessary to do my job effectively q22bI have the tools I need to do my job effectively

Quad Plot: f13 Innovation: EEI Job engagement (Positive Scores)

Bar Chart: f13 Innovation: EEI Job engagement (Positive Scores) Relative Impact Percent

Question\ Attribute Key: f13 Innovation: EEI Job engagement (Positive Scores) QIDQuestion Text q27aI get the opportunity to develop new and better ways of doing my job q27eMy workgroup always tries to improve its performance q27fMy organisation is open to new ideas q27cManagement is willing to act on suggestions to improve how things are done q27bI am encouraged to make suggestions about improving work processes and/or services q27dMy workgroup uses research and expertise to identify better practice