1. Your Voice, Your CC: The Colorado College Employee Climate/Engagement Survey
Athletics

2. Survey Overview Survey Instrument Methodology
73 core belief statements
23 item benefits satisfaction component
18 demographic questions
3 Open ended questions
Methodology
Online survey administered March 27, 2013 – April 12, 2013
Response Rates
Overall response rate: 64% (525/826)
Athletics response rate: 64% (41/64)
Benchmarks
Colorado College College-wide Survey Results

3. Guidelines for Positive Responses
Response Scale:
Strongly Agree; Agree; Sometimes Agree/Sometimes Disagree; Disagree; Strongly Disagree; Not Applicable
Positive Response - Strongly Agree & Agree

4. Guidelines for Negative Responses
Guideline Score
Description
< 10%
Excellent – Very Good
10% - 14%    
Fair - Good
15% - 19%
Yellow Flag
20% - 29%
Red Flag
30%+
Acute
Response Scale:
Strongly Agree; Agree; Sometimes Agree/Sometimes Disagree; Disagree; Strongly Disagree; Not Applicable
Negative Response - Strongly Disagree & Disagree

5. Themes – Colorado College
Strong connections to the mission
Sense of pride
The talented and unique student body
High degrees of job fit
Flexibility and autonomy
Need for stronger cross-functional collaboration
Not a strong sense of alignment among divisions
Need for greater consistency/enhanced managerial/leadership skills
Focus on Diversity - still important work to be done

6. Themes – Colorado College
Compensation system – adequate, markets, feelings of being unappreciated
Need for improved communications
More transparency - decisions
Varying degrees of confidence in the capabilities and credibility of Senior Leadership as a whole
Frustration with available resources, staffing and workloads
Accountability - low performers, disrespectful behaviors and the perception of favoritism
Additional training, professional development and career opportunities

7. Overarching Themes - Athletics
More so than their colleagues in other divisions at Colorado College, staff within the Athletics division believe that Colorado College is a great place to work.
Those within Athletics report strong connection to, and confidence in, their supervisors as well as the Senior Leadership of the college.
Like their colleagues across the College, staff within Athletics appreciate the College’s mission, the work they do and the flexibility/autonomy they have.
Athletics staff also report high degrees of satisfaction with resources/facilities, work/life balance and the support for professional development.
As in other divisions, staff within Athletics express a need for better cross-functional collaboration and a greater sense of all “being on the same team.”
Like many Colorado College faculty and staff, Athletics staff report some frustration with the compensation system as well as a continued need to strengthen performance management processes.

8. Barometer Statements by Job Category
Survey Statement
Colorado College
Overall results (positive %)
Athletics
Results
Admin.
Full Data
Exempt Staff Full Data
Non exempt staff
(hourly)
Faculty 25
Overall, my department is a good place to work. 76
100 79 81 82 68 60
All things considered, this is a great place to work. 74 96 75 59
This institution's culture is special - something you don't find just anywhere. 71 84 72 73

9. Job Category (Overall % Positive)

10. Administrative Division (Overall % Positive)

11. Gender – Athletics (Overall % Positive)

12. Top 10 Statements - Athletics
Survey Statement
Athletics
(Positive %)
(Negative %)
Colorado College 25
Overall, my department is a good place to work.
100 76 6 32
Our senior leadership has the knowledge, skills and experience necessary for institutional success. 70 5 72
I find personal meaning and fulfillment in my work. 79 4 29
The institution takes reasonable steps to provide a safe and secure environment for the campus. 96 83 3 60
All things considered, this is a great place to work. 74

13. Top 10 Statements - Athletics
Survey Statement
Athletics
(Positive %)
(Negative %)
Colorado College 6
I am given the opportunity to develop my skills at this institution. 96 71 10 31
The facilities (e.g., classrooms, offices, laboratories) adequately meet my needs. 93 62 14 36
I am proud to be part of this institution. 82 2 37
Senior leadership shows a genuine interest in the well-being of faculty, administration and staff. 57 12 48
Senior leadership regularly models this institution's values. 65 7

14. Strengths Job Satisfaction & Connection to Mission
Resources, Support & Workload
Supervisors
Senior Leadership
Communication & Collaboration
Diversity & Inclusion

15. Job Satisfaction & Connection to Mission
Survey Statement
Athletics
(Positive %)
(Negative %)
Colorado College 1
My job makes good use of my skills and abilities. 93 81 4 2
I am given the responsibility and freedom to do my job. 84 3 72
I find personal meaning and fulfillment in my work.
100 79 5
I understand how my job contributes to this institution's mission. 92 36
I am proud to be part of this institution. 82

16. Resources, Support & Workload
Survey Statement
Athletics
(Positive %)
(Negative %)
Colorado College 4
I am provided the resources I need to be effective in my job. 81 3 64 7 31
The facilities (e.g., classrooms, offices, laboratories) adequately meet my needs. 93 62 14 28
My department has adequate faculty/staff to achieve our goals. 75 37 69
My actual responsibilities accurately reflect my job description. 84 6 54 17 68
Overall, my workload is reasonable. 48 20

17. Supervisors Survey Statement 24 12 15 19 81 5 71 7 72 8 68 11 66 10
Athletics
(Positive %)
(Negative %)
Colorado College 24
I have a good relationship with my supervisor/department chair. 90 81 5 12
I believe what I am told by my supervisor/department chair. 3 71 7 15
My supervisor/department chair regularly models this institution's values. 6 72 8 19
My supervisor/department chair is consistent and fair. 68 11
My supervisor/department chair makes his/her expectations clear. 87 66 10

18. Senior Leadership Survey Statement 27 37 41 56 53 13 57 12 52 10
Athletics
(Positive %)
(Negative %)
Colorado College 27
Senior leadership provides a clear direction for this institution's future. 84 53 13 37
Senior leadership shows a genuine interest in the well-being of faculty, administration and staff. 93 57 12 41
Senior leadership communicates openly about important matters. 52 10 56
I believe what I am told by senior leadership. 87

19. Communication Survey Statement 8 21 22 43 57 11 13 49 20 10
Athletics
(Positive %)
(Negative %)
Colorado College 8
When I offer a new idea, I believe it will be fully considered. 90 57 11 21
In my department, we communicate openly about issues that impact each other's work. 13 22
Changes that affect me are discussed prior to being implemented. 75 49 20 43
At this institution, we discuss and debate issues respectfully to get better results. 76 3 10

20. Difficult Conversations
Survey Statement
Athletics
(Positive %)
(Negative %)
Colorado College 14
I can speak up or challenge a traditional way of doing something without fear of harming my career. 90 3 61 15
In my department, we address conflicts effectively when they arise. 87 49 20 71
Our system for addressing feedback and complaints is effective. 81 36 22

21. Collaboration Survey Statement 13 23 26 58 64 11 61 10 52 37 21
Athletics
(Positive %)
(Negative %)
Colorado College 13
We have opportunities to contribute to important decisions in my department. 87 64 11 23
People in my department work well together. 90 61 10 26
I can count on people to cooperate across departments. 71 12 52 58
There's a sense that we're all on the same team at this institution. 50 37 21

22. Diversity & Inclusion Survey Statement 64 45 54 65 69 8 75 5 10 63 9
Athletics
(Positive %)
(Negative %)
Colorado College 64
People at this institution understand and value the benefits of a diverse workforce. 78 69 8 45
At this institution, people are supportive of their colleagues regardless of their heritage or background. 90 75 5 54
This institution has clear and effective procedures for dealing with discrimination. 85 3 10 65
Overall, I am satisfied with the institution's efforts to support and encourage the valuing of different opinions, styles, and perceptions. 87 63 9

23. Opportunities
Bottom 10 Statements
Compensation
Performance Management

24. Bottom 10 Statements - Athletics
Survey Statement
Athletics
(Positive %)
(Negative %)
Colorado College 66
The faculty value the contributions of staff. 43 21 42 15 67
My salary range/band is appropriate for my job. 50 33 58
There's a sense that we're all on the same team at this institution. 12 37 11
I am paid fairly for my work. 53 9 46 27 35
Our recognition and awards programs are meaningful to me. 56 8 32

25. Bottom 10 Statements - Athletics
Survey Statement
Athletics
(Positive %)
(Negative %)
Colorado College 63
I understand how the compensation system works. 59 21 48 22 50
This institution places sufficient emphasis on having diverse faculty, administration and staff. 3 69 10 38
The role of faculty in shared governance is clearly stated and publicized. 61 11 19 17
Our review process accurately measures my job performance. 62 6 40 26 55
There is regular and open communication among faculty, administration and staff. 9 34 20

26. Compensation Survey Statement 63 67 11 34 48 22 42 33 46 27 75 6
Athletics
(Positive %)
(Negative %)
Colorado College 63
I understand how the compensation system works. 59 21 48 22 67
My salary range/band is appropriate for my job. 50 15 42 33 11
I am paid fairly for my work. 53 9 46 27 34
This institution’s benefits meet my needs. 93 3 75 6

27. Performance Management
Survey Statement
Athletics
(Positive %)
(Negative %)
Colorado College 17
Our review process accurately measures my job performance. 62 6 40 26 18
Issues of low performance are addressed in my department. 3 27 35
Our recognition and awards programs are meaningful to me. 56 8 32 66
The faculty value the contributions of staff. 43 21 42 15

28. ModernThink Recommendations
Communicate a high level summary of the survey results to appropriate leadership groups and to the College community as a whole.
Review existing communication structures, processes and norms to better determine what is currently working well and how best to strengthen the quality of communication and dialogue.
Review and address fairness concerns regarding performance management processes and accountability. Ensure systems and processes related to ensuring fair treatment are up-to-date and consistently communicated.
Capitalize on linkages to existing ongoing initiatives (e.g. Compensation Committee) and the Strategic Planning efforts to more specifically define and articulate the unique value proposition (employment brand) of Colorado College.
Consider introducing formal mechanisms/processes to enhance Senior Leadership visibility, interaction and relationship with the goals of fostering a greater sense of confidence in the credibility/alignment of leadership and the experience of shared governance.

29. Reflection
What is the difference between a good place to work and a great place to work?

30. Questions, Comments & Dialogue
What’s your reaction to the survey findings? Any surprises? Does it reflect your experience at Colorado College?
Are there any issues that didn’t surface that might be important for us to discuss in subsequent conversations?
What opportunities exist for “quick fixes”?
What three things do we need to focus on within our division to make it the best workplace possible?
Thinking beyond our experience within our division, what can we do to support a greater sense of collaboration, support and unity across departments/divisions at Colorado College?

31. Assessment of Strengths
How can the college create a greater sense of alignment amongst leaders across all levels of the division and college?
Communication – stop/start/continue
Supervision/Leadership – competencies
Collaboration – ideas to break down silos and create greater sense of success
Diversity/Inclusion

32. Next Steps May – Initial Summary Findings Presentations
June-August – Delivery of specific division results for Academic and Administrative Divisions
September-October – Focus on Findings at the Academic & Administrative Division level
October-November – Action Planning in Response to Findings

33. Additional Resources HR Director: Barbara Wilson  
Director of Athletics: Ken Ralph
Richard K. Boyer