Mountain View College ModernThink © Survey Results Analyzed MVC College-wide Forum April 9, 2009 MVC Core Values: Celebration of Student & Employee Success – Contributions of all Employees & Students Creativity & Innovation – Cultivation of Colleagues - Promotion of Opportunities & Goodwill Integrity – Service – Mutual Support and Respect MVC Core Values: Dedication to Student Learning - Teamwork, Collaboration, & Unity - Celebration of Diversity

Presentation Overview Handouts Survey Structure Analytical Assumption –Leadership Summary Analysis Employee Group Representation Item Analysis “Framework” Analysis Employee Group Analysis Demographic Analysis 2

Survey Structure 75 survey items Response choices: –Strongly Agree –Agree –Sometimes Agree & Sometimes Disagree –Disagree –Strongly Disagree –Not Applicable Percent of Positive Responses: = Strongly Agree + Agree 3 Hand Out: A

Analytical Assumption: Leadership Items 2008 “Senior District Leadership” items 42-45, 49-52; and “Location Leadership” items 67-69, address the same attributes at different levels MVC 2007 responses to “Senior Leadership” items were largely rated with MVC “Location Leadership” in mind Therefore, MVC 2008 “Location Leadership” responses are compared with 2007 “Senior Leadership” responses in this analysis 4 Hand Out: B

Analytical Assumption: Leadership Items For Example: 2008 #42. Senior District Leadership provides a clear direction for this institution’s future –63% positive responses 2007 #42. Senior leadership provides a clear direction for this organization’s future –35% positive responses 2008 #67. This location’s leadership provides a clear direction for this location’s future –39% positive responses 5 Hand Out: B

Summary Analysis 6 All 75 Items, 187 Persons All 65 Items, 118 Persons All 75 Items, 1,445 Persons

Summary Analysis Compared to 2007: Increase in participation from 40% to 65% of all employees responding 59 / 65 comparable items increased in percent of positive responses –20 of 65 increased 10+ percentage points All 12 “Framework” groups increased –4 of 12 increased 10+ percentage points Employee and demographic groups’ positive responses are different 7

Employee Group Representation Fall 2007Fall 2008 MVCTotalRespondentsTotalRespondents Staff #% #% Admin %433581% Faculty833947%785267% PSS % % All % % NOTE: In Fall 2008, 8 respondents did not identify job role. 8 Hand Out: A

9 Item Analysis ModernThink Guidelines for Positive Responses Guideline ScoreDescriptionMVC 2008 Items >= 85%Stellar, Exceptional2 (3%*) 75% - 84%Great4 (5%*) 65% - 74%Good – Very Good11 (15%*) 55% - 64%Fair - Mediocre22 (29%*) 45% - 54%Yellow Flag12 (16%*) < 45%Red Flag24 (32%*) (* % of total items)

10 Item Analysis Top & Bottom Quartile of Positive Responses Quartile ScoreDescriptionMVC 2008 Items >= 69% Top Quartile: Top 25% of unduplicated positive responses 13 (17%*) 42% - 68%Middle41 (55%*) < 42% Bottom Quartile: Bottom 25% of unduplicated positive responses 21 (28%*) (* % of total items)

Item Analysis Hand Out C: All 75 survey items ranked- highest to lowest positive responses Top and bottom quartile of positive responses are shaded 2007 positive responses provided for comparison Items increasing by 10+ %_points All items decreasing or no change 11 Hand Out: C

Item Analysis Top Items: Change in Positive Responses 22. My supervisor regularly models our institution's values (+21) 31. In my department, we actively seek to understand student needs (+21) 28. Promotions in my department are based on a person's ability (+19) 18. My supervisor takes an active interest in helping me advance my career (+18) 12 Hand Out: C

Item Analysis Top Items: Change in Positive Responses 29. In my department, we have opportunities to contribute to important decisions (+18) 30. My department constantly looks for ways to achieve better results (+18) 27. Issues of low performance are addressed in my department (+16) 13 Hand Out: C

Framework Analysis 1.Relationships Framework (5 groups) –Insight into employee relationships at work 2.Competencies Framework (4 groups) –Assesses organizational competencies 3.Perspectives Framework (3 groups) –Three critical perspectives All 12 “Framework” groups increased and four groups increased 10+ percentage pts 14 Hand Out: D

15 Relationships Are Essential Location Leaders Location Leaders Colleagues Customers/ Students Customers/ Students Supervisor Employee Senior Leaders Senior Leaders

Relationships Framework Average Percent of Positive Responses 16 Hand Out: D * = Increased 10+ points over 2007

17 Workplace Competencies Leadership Capability Credibility Alignment Collaboration Contribution Communication Transparent Interactive Respect Acknowledgment Fairness

Competencies Framework Average Percent of Positive Responses 18 Hand Out: D * = Increased 10+ points over Senior District Leadership items replaced with Location Leadership Items

19 Three Critical Perspectives Community & CamraderiePurpose & Pride Fit & Fulfillment

Perspectives Framework Average Percent of Positive Responses 20 Hand Out: D and A 2008 Senior District Leadership items replaced with Location Leadership Items * = Increased 10+ points over 2007

Employee Group Analysis 21 (169) (43) (78)

Employee Group Analysis MVC Overall Average 54% 22 Hand Out: D 112 persons 65 persons 52 persons 92 persons

Employee Group Analysis MVC Overall Average 37% 23 Hand Out: D 112 persons 65 persons 52 persons 92 persons 35 persons

Demographic Analysis 24

Demographic Analysis MVC Overall Average 54% By Years in District 25 Hand Out: D 41 persons 71 persons 25 persons 18 persons 9 persons

Demographic Analysis MVC Overall Average 37% By Years in District 26 Hand Out: D 41 persons 71 persons 25 persons 18 persons 9 persons

Demographic Analysis 27

Demographic Analysis Overall MVC Average 54% By Ethnicity 28 Hand Out: D 23 persons 38 persons 52 persons 54 persons

Demographic Analysis MVC Average 37% By Ethnicity 29 Hand Out: D 23 persons 54 persons 38 persons 52 persons

In Summary 2008 Opportunities for Improvement: Location leadership Genuine respect between different employee and demographic groups DCCCD percent of positive responses is higher overall, for most survey items, and for all “Frameworks” –MVC 54% / DCCCD 62% –65 / 75 Items DCCCD is higher –All 12 “Frameworks” DCCCD is higher 30

In Summary 2008 Strengths to Celebrate: Increase in employee participation from 40% to 65% MVC overall average positive responses increased from 47% to 54% 59 / 65 survey items increased in positive responses and 20 by 10+ percentage pts All survey 12 “Framework” groupings increased and four increased by 10+ percentage points 31

Mountain View College Core Values: Dedication to Student Learning Teamwork, Collaboration, and Unity Celebration of Diversity Celebration of Student and Employee Success Contributions of all Employees and Students Creativity and Innovation Cultivation of Colleagues Promotion of Opportunities and Goodwill Integrity Service Mutual Support and Respect