1. 2016 Duck River EMC Employee Survey
August, 2016
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2. Survey Objectives Determine… overall employee satisfaction
key drivers of satisfaction
interdepartmental satisfaction levels
district satisfaction levels
employee perceptions of key issues
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3. Methodology Online survey sent to 133 employees
Paper surveys for 36 employees without
Three reminders sent to increase participation
77% of employees completed the survey
Analyzed two tenure groups
Short tenure = Under 7 years with DREMC
Long tenure = Over 7 years with DREMC
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4. Overall Satisfaction

5. Overall Satisfaction is Good
Majority of employees are satisfied
Only one-tenth are dissatisfied
Shorter tenured employees are more satisfied than longer tenured
Overall Mean = 4.01
Shorter Tenure = 4.19
Longer Tenure = 3.92
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6. Key Drivers of Satisfaction
Valued Employee – 0.27
Had opportunities at work to learn and grow in the last year
I enjoy coming to work
My work is valued by the Cooperative
My work is rewarding
My opinion seems to count at work
I feel like a valued member of my team
I have input into the decision-making process
Management listens to my ideas
Management respects me and treats me well
I see an opportunity for advancement/ promotion here
Pride in Job and Co-op – 0.27
I am proud to work for Duck River EMC
I am motivated to work together with other employees and departments to achieve the strategic plan
The mission and purpose of DREMC makes me feel my job is important
I would like to continue working at Duck River EMC until I reach retirement
I think DREMC’s plans for the future are going in the right direction
Work Responsibilities – 0.20
My work responsibilities are realistic
My work responsibilities are well defined
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7. Valued Employee Low ratings on most, 8 of 10 have means below 4.0
Perceptions of value and empowerment impact satisfaction
Large differences between tenure groups
Shorter tenure – good agreement with seven of ten statements
Longer tenure – good agreement with only one statement
Agreement is strong for…
My work is rewarding (4.12)
I enjoy coming to work (4.01)
Biggest opportunities for improvement are…
I see an opportunity for advancement/promotion here (3.15)
I have input into the decision-making process (3.17)
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8. Valued Employee - continued
Remainder of statements would benefit from improvement
I have had opportunities at work to learn and grow in the last year (3.86)
Management respects me and treats me well (3.81)
My work is valued by this Cooperative (3.81)
I feel like a valued member of my team/work group (3.72)
Management listens to my ideas (3.51)
My opinion seems to count at work (3.36)
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9. Pride in Job and Co-op Four of five statements rated positively
I would like to continue working for DREMC until I retirement (4.50)
I am proud to work for Duck River EMC (4.39)
I'm motivated to work with other employees/departments to achieve strategic plan (4.23)
The mission and purpose of the co-op makes me feel my job is important (3.98)
Low rating indicates opportunity
Plans for the future are going in the right direction (3.48)
Smaller differences between tenures
Keep up the good work
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10. Work Responsibilities
Big differences between tenure groups
Shorter tenure employees agree with both statements
Longer tenure employees’ ratings indicate opportunity
My work responsibilities are well defined
All Employees – mean rating = 3.98
Shorter tenure – mean rating = 4.24
Longer tenure – mean rating = 3.88
My work responsibilities are realistic
All Employees – mean rating = 3.85
Shorter tenure – mean rating = 4.22
Longer tenure – mean rating = 3.70
Employees identify equitable treatment as an issue
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11. Strengths
and
Weaknesses

12. Indicators of Engagement
Overall Strengths
Mean ratings close to or above 4.0 for 18 of 41 statements
Four highest rated statements are:
I would like to continue working at Duck River EMC until I reach retirement (4.50)
I represent my cooperative even when I am off the job (4.46)
My job is important to the overall success of my cooperative (4.45)
I am proud to work for Duck River EMC (4.39)
Receive positive ratings from both tenure groups
Indicators of Engagement
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13. Strengths Among Shorter Tenured Employees
Six statements with strongest agreement:
My job is important to the overall success of my cooperative (4.59)
I represent my cooperative even when I am off the job (4.58)
My work is rewarding (4.54)
My supervisor is very committed to our cooperative (4.51)
I am willing to give some of my own time to improve my skills/job knowledge (4.51)
I enjoy coming to work (4.49)
Areas with the highest overall ratings are related to…
My Job – average rating of 4.28
Our Mission and Strategic Plan – average rating of 4.18
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14. Strengths Among Longer Tenured Employees
Four statements with strongest agreement:
I would like to continue working at Duck River EMC until I reach retirement (4.59)
I represent my cooperative even when I am off the job (4.47)
My work is rewarding (4.54)
I am proud to work for Duck River EMC (4.45)
My job is important to the overall success of my cooperative (4.40)
Areas with the highest overall ratings are related to…
Our Mission and Strategic Plan – average rating of 3.97
My Job – average rating of 3.95
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15. Opportunities for Improvement
Mean ratings close to or below 3.5 for 10 of 41 statements
Lowest rated statements are:
There is a great deal of cooperation/teamwork among departments here (3.08)
I see an opportunity for advancement/promotion here (3.15)
I have input into the decision-making process (3.17)
I regularly receive recognition/praise for good work (3.21)
Management has a positive working relationship with employees (3.22)
Low ratings from both tenure groups, very low for longer tenure
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16. Opportunities – Shorter Tenured Employees
Generally have higher levels of satisfaction compared to longer tenure employees
Only three statement close to or below 3.50
Employees are kept informed of cooperative goals/objectives (3.43)
I regularly receive recognition/praise for good work (3.49)
I have input into the decision-making process (3.51)
Areas with the lowest overall ratings are related to…
Cooperative Management, Culture, and Communication
– average rating of 3.88
Recognition, Development, & Opportunity
– average rating of 4.04
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17. Opportunities – Longer Tenured Employees
See Notes
Opportunities – Longer Tenured Employees
A number of opportunities for improvement exist
Ten statement below 3.50, two under 3.0
There is a great deal of cooperation/teamwork among departments (2.92)
I see an opportunity for advancement/promotion here (2.99)
I regularly receive recognition/praise for good work (3.08)
I have input into the decision-making process (3.08)
Areas with the lowest overall ratings are related to…
Cooperative Management, Culture, and Communication
– average rating of 3.47
Recognition, Development, & Opportunity
– average rating of 3.61
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18. Pay and Benefits Satisfaction
Satisfaction with Pay is low
72% somewhat or completely satisfied
Mean rating of 3.85 = opportunity to improve
Shorter tenure = more satisfied
Satisfaction with Benefits is very low
59% somewhat or completely satisfied
Mean rating of 3.54 = opportunity to improve
Long tenure = more satisfied
Insurance/Benefits identified as an issue by employees
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19. Improvements Are Noticed, More To Do
Fifty-nine percent of employees have seen improvements
Tool & Technology Upgrades – 40%
Safety Focus – 36%
Employee Engagement – 32%
Health / Medical Clinics – 30%
Forty-five percent identified issues, most often…
Equitable treatment of employees – 29%
Communication issues – 17%
Insurance/Benefits – 15%
Poor employee interactions/morale – 12%
Too much change – 12%
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20. Next Steps
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21. Where to Focus Satisfaction is good
Foundation of an engaged workforce is present
Key drivers identify areas of greatest impact
Opportunities to learn and grow
Employees want to feel valued
Listen to employee feedback and input
Empower employees where it makes sense
Build unity, cooperation
Make sure everyone knows and understands the plan
Understand and address opinion gaps between tenures
Benefits and insurance are a concern
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22. Market Research Manager 712-477-2617 Mike.Sassman@nreca.coop
Questions?
Mike Sassman
Market Research Manager
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