Employee Survey 2009 Analysis of results and trends Comparison with the 2007 & 2005 survey July 2009

Executive Summary 47% response rate is a significant improvement (07–38%, 05-36%) With very few exceptions, responses are better than 07 & 05 For “I feel committed to both my role and RGU as an organisation” 89% agree (07 -86%, %) A positive trend. 85% agree RGU is a good place to work Responses re management improved - however 1 in 4 are still negative Key themes appear to be: –Re-affirming the need for consistent “good management practice” –Continued vigilance regarding equality and fair treatment, and HSE Key recommendations are: –Results & action plan disseminated to staff – with progress updates –Further research into fair treatment by EDAG –Further research into development opportunities –Review of leadership and management training

Content 1.Response rates 2.Background data 3.Analysis of responses and trends 4.Main Trends over 3 Surveys (2009, 2007 & 2005) 5.Comments 6.Recommendations 7.Next Steps

1. Response rates - number Response level at 47% is a significant improvement (2007–38%, %) March 2009 = 717 total returns, representing 47% of employees –110 people made a comment, representing 15.3% of respondents and 7% of employees Feb 2007 = 571 total returns, representing 38% of employees –109 people made a comment, representing 19% of respondents and 7% of employees March 2005 = 542 total returns, representing 36% of employees –107 people made a comment, representing 20% of respondents and 7% of employees

1. Response rates – arrival dates

2. Background Data Male/Female: –Survey35% / 65% 40% / 60% –RGU population42% / 58%41% / 59% – Academic/Professional & Support: –Survey38% / 62% 42% / 58% –RGU population46% /54% 39% / 61% Full/Part-time –Survey84% / 16% 83% / 17% –RGU population66% / 34%63% / 37% – City Centre/Garthdee: –Survey49% / 51% 36% / 64% –RGU population45% / 55% 38% / 62%

2. Background Data – Ethnic Categories Ethnic category Survey 2009RGU overall Asian or Asian British/Other Black or Black British/Other Chinese White – British/Irish/Scottish/Other Other Ethnic/Mixed Background Not Known2.24

3. Analysis of Responses & Trends We can now consider both results and trends - as we now have 3 surveys with data for comparison With very few exceptions, the responses are better than both the 2007 and 2005 surveys The number of comments made was very similar to 2007 and 2005 Throughout the analysis: –Agree includes SA=Strongly Agree, A=Agree and TA=Tend to Agree –Disagree includes TD=Tend to Disagree, D=Disagree and SD=Strongly Disagree New Question= Question only introduced in 2009

3. Analysis of Responses & Trends The survey was broken down into sections: 3.1 Strategy and The Organisation Q 1-3, Q My RoleQ My DevelopmentQ My ManagerQ My TeamQ Equity & FairnessQ 18-19

3.1 Analysis of Responses & Trends - Strategy & The Organisation Response to “I feel committed to both my role and RGU as an organisation” was up at 89% Agree ( %, %). A positive trend. SA is up 9%. Q25 This was backed up by the response to the new question “I would recommend RGU as a good place to work” of 85% Agree. Q26 Response to “I have confidence that RGU executive management are providing leadership towards achieving the RGU strategic vision "A Clear Future"” was up at 79% Agree ( %, %) A slight positive trend TA-A-SA. Q20 Responses to the new questions “I have a clear understanding of the goals and objectives of RGU” achieved 87% Agree and “I have a clear understanding of the goals and objectives of my school/department” achieved 86% Agree. Q1, Q2

3.1 Analysis of Responses & Trends – Strategy and The Organisation 82% Agree that their health, safety and well-being is taken seriously by the university ( %, %). However, some concern that nearly. 1 in 5 don’t agree. Q24 The new questions regarding client service 85% Agree we are meeting clients’ needs and 89% Agree we are providing an excellent client service. Q21, Q22. 89% Agree that the university is making a positive effort to introduce environmentally friendly processes – another new question. Q23

Q1. I have a clear understanding of the goals and objectives of RGU

Q2. I have a clear understanding of the goals and objectives of my school/department

Q3. I understand how my work contributes to the objectives of my school/department

Q20. I have confidence that RGU executive management are providing leadership towards achieving the RGU strategic vision "A Clear Future" 2007 – are guiding 2005 – can guide

Q21. I believe RGU is fully committed to meeting the needs of students, customers and clients

Q22. I believe RGU is fully committed to providing an excellent service for students, customers and clients

Q23. RGU is making a positive effort to introduce environmentally friendly processes

Q24. RGU take my health, safety and wellbeing seriously

Q25. I feel committed to both my role and RGU as an organisation Balanced Scorecard measure – aim to maintain 60% or more “Strongly Agree + Agree”

Q26. I would recommend RGU as a good place to work

3.2 Analysis of Responses & Trends – My Role Generally people have a clear understanding how their work contributes to the overall school or department objectives 89% Agree ( % 2005 – 93%) and 87% Agree they have enough responsibility to make a contribution (2007–77%, 2005–84%). Q3, Q6 There has been an improvement in the response to “I have a clear understanding of my job and role responsibilities” to 92% Agree ( %, %). And SA increased 20%. Q4 There has also been an improvement over 2007 in the view that staff are able to manage their workload effectively at 86% Agree ( %, %). Q5 Although we have changed the wording to be more focussed there does seem to be a significant improvement in the response to “I am satisfied with my involvement in decisions that affect my work” with 73% Agree ( %, %). Q7

Q4. I have a clear understanding of my job and role responsibilities

Q5. I am generally in control of my work and able to manage my workload effectively

Q6. In my job I have enough responsibility to be able to make a significant contribution

Q7. I am satisfied with my involvement in decisions that affect my work 2007: Regarding changes within my school or department, I feel an appropriate effort is made to involve me Regarding changes within my school or department, I feel an appropriate effort is made to involve me, and the rationale for such changes has been explained to me

3.3 Analysis of Responses & Trends - My Development The new question “I understand how my performance is judged” was 71% Agree. Q9 The question “My manager gives me regular feedback on my performance” prompted a slightly better response at 67% Agree than %, but worse than 2005–74%. Some concern here although in 2007 only 69% reported they had an OSCR during last 12 months. Q10 With regard to development opportunities the results are still positive at 67% Agree, however this is less than , %. This is a worrying decline. Q8

Q8. There are sufficient opportunities for personal and professional development

Q9. I understand how my performance is judged

Q10. My manager gives me regular feedback on my performance

3.4 Analysis of Responses & Trends - My Manager 76% Agree ( %) feel their manager communicates effectively with their team and a new question had 77% Agree their manager is an effective team leader. Some concern that 1 in 4 disagree. Q12, Q11 Staff feel they can raise issues 75% A/SA ( %) and have them addressed 79% Agree ( %, 2005–78%). Positive trend A-SA however around 1 in 5 disagree. Q13, Q14 87% Agree they are treated by their manager in a fair and equitable way - a significant improvement ( %, %) and a healthy trend TA-A-SA. Q15 These responses re management suggest that around a quarter of staff are unhappy with management. A concern that needs to be addressed

Q11. My manager is an effective team leader

Q12. My manager communicates effectively with our team 2007

Q13. I feel I can discuss any issues or concerns with my manager 2007

Q14. I feel that any issues or concerns I raise with my manager will be addressed I feel I can raise issues and concerns with my immediate manager and have them addressed

Q15. I am treated in a fair and equitable way by my manager

3.5 Analysis of Responses & Trends - My Team There is still an overwhelmingly positive response to “I enjoy working with my work colleagues” at 94% Agree although this is slightly down on the question in % regarding working relationships in the workplace. Q17 However, this is backed up by response to the question “I get the help and support I need from my work colleagues” with 91% Agree ( %). Q16

Q16. I get the help and support I need from work colleagues 2007

Q17. I enjoy working with my work colleagues In general I feel I have good relationships with the people I work with

3.6 Analysis of Responses & Trends – Equality & Fairness The 2009 survey collected more comprehensive data on equality and diversity than the previous 2007 & 2005 surveys 86% Agree their manager proactively supports and encourages diversity, fairness and equal opportunity ( %, %). Compare with 87% Agree they are treated by their manager in a fair and equitable way. Q18, Q15 13% of respondents report they had been subject to harassment, bullying or discrimination, previous surveys did not include bullying ( %, % Instigators are seen to be managers 34%, colleagues 42%, students 16% and others 8%. Q19 Discrimination, bullying or harassment tended to be based mainly on race, gender and age with a significantly higher percentage for race 52% (2007– 18%) and lower for age 10% ( %). Q19

Q18. My manager proactively supports and encourages diversity, fairness and equal opportunity at work

Q19. In my work I have been subject to harassment, bullying or discrimination Harassment, bullying or discrimination by

Q19. In my work I have been subject to harassment, bullying or discrimination Breakdown of 77 “yes” responses

4. Main Trends over 3 Surveys (2009, 2007 & 2005) Commitment to their job & RGU. Positive trend. TA-A-SA HSE. Slight positive trend but concern that 1 in 5 disagree Diversity, fairness & EO. Slight improvement in trend that manager support & encourages however 14% disagree – compare with 13% who claim to have been subject to harassment, bullying or discrimination - All management questions show a slight positive trend however concern that around 1 in 4 disagree in all - is this the same group? Performance. Receiving feedback from managers showed a slight improved trend TA/A/SA but significant improvement A/SA at 20%. However concern that only 71% understand how performance is judged – compare with only 69% reporting having OCSRs in 2007 Role. Encouraging positive trends in managing workload, level of responsibility, involvement in decisions. However, concern with slight negative trend for development opportunities.

5. Comments 15% of respondents made a comment (2007–19%, %) Comments made by respondents have been grouped and represented by paraphrased themes that capture the main areas The main themes are shown on the next 2 slides The number in brackets represents the number of comments that relate to each of the main themes

5. Comments - Key Themes (1) Again, this year there were comments (23 out of 109) regarding less than adequate leadership and management practice at all levels, including senior management There was concern from a number of people about harassment, bullying and discrimination (10) with management mentioned as the source (5). This compares with the improved 2009 response to the statement “I am treated in a fair and equitable way by my manager” Lack of effective communication in all directions was an issue for some (7) A number of comments related to staff feeling that they are overstretched due to increasing workloads (7) It was felt the state of the facilities and infrastructure was not conducive for a quality environment from both staff and student perspectives (7)

5. Comments - Key Themes (2) A specific annoyance was the timing of the holidays not coinciding with school holidays (6) There was a view that the IT system is inadequate to meet needs (6) There were concerns that to remain competitive the university needs to reinforce its academic and research vision, and ‘modern’ status (5) There was a view that the OSCR process needs major review (4) and incentives for staff performance are required (3) including progression routes, possibly linked to CPD, especially for academics (4) Some commented on a poor quality of support from Service Departments – and too rigid systems (4)

6. Recommendations Overall the results are encouraging with positive trends. However we need to undertake further research, and report back in the following areas: Re harassment, bullying and discrimination Identification of areas of poor management Review of management & leadership training Reported decline in staff development opportunities Continue to be pro-active with health, safety & wellbeing issues