1. Survey of Organizational Excellence
9/13/2018
Survey of Organizational Excellence
University of Texas–Pan American
Office of Institutional Research and Effectiveness

2. Dimensions of Organizational Excellence
9/13/2018
Dimensions of Organizational Excellence
Dim#
Dimensions
Description 1
Work Group
This dimension relates to employees' activities within their immediate work vicinity. They include factors that concern how employees interact with peers, supervisors and all of the persons involved in day-to-day work activity. 2
Accommodations
This dimension looks at the physical work setting and the factors associated with compensation, work technology and tools. It is the "total benefit package" provided to employees by the organization. 3
Organizational Features
This dimension addresses the organization's interface with external influences. It is an internal evaluation of the organization's ability to assess changes in the environment and make needed adjustments. 4
Information
This dimension refers to how consistent and structured communication flow is within the organization and to outside groups. It examines the degree to which communication is directed towards work concerns. 5
Personal
This dimension reports on how much internalization of stress is occurring and the extent to which debilitating social and psychological conditions appear to be developing at the level of the individual employee.
Office of Institutional Research and Effectiveness

3. The Work Group Dimension
9/13/2018
The Work Group Dimension #
Aspects
Description 1
Supervisor Effectiveness
Supervisor Effectiveness provides insight into the nature of supervisory relationships in the organization, including the quality of communication, leadership, and fairness that employees perceive exist between supervisors and themselves. 2
Fairness
Fairness measures the extent to which employees believe that equal and fair opportunity exists for all members of the organization. 3
Team Effectiveness
Team Effectiveness captures employees' perceptions of the effectiveness of their work group and the extent to which the organizational environment supports appropriate teamwork among employees. 4
Diversity
Diversity addresses the extent to which employees feel that individual differences, including ethnicity, age and lifestyle, may result in alienation and/or missed opportunities for learning or advancement.
Office of Institutional Research and Effectiveness

4. The Accommodations Dimension
9/13/2018
The Accommodations Dimension #
Aspects
Description 5
Fair Pay
Fair Pay is an evaluation from the viewpoint of employees of the competitiveness of the total compensation package. It addresses how well the package "holds up" when employees compare it to similar jobs in their own communities. 6
Physical Environment
Adequacy of Physical Environment captures employees' perceptions of the work setting and the degree to which employees believe that a safe and pleasant working environment exists. 7
Benefits
Benefits provides an indication of the role that the employment benefit package plays in attracting and retaining employees. 8
Employment Development
Employment Development captures perceptions of the priority given to the career and personal development of employees by the organization.
Office of Institutional Research and Effectiveness

5. The Organizational Features Dimension
9/13/2018
The Organizational Features Dimension #
Aspect
Description 9
Change Oriented
Change Oriented secures employees' perceptions of the organization's capability and readiness to change based on new information and ideas. 10
Goal Oriented
Goal Oriented addresses the organization's ability to include all its members in focusing resources towards goal accomplishment. 11
Holographic
Holographic refers to the degree to which all actions of the organization "hang together" and are understood by all. It concerns employees' perceptions of the consistency of decision-making and activity within the organization. 12
Strategic
Strategic orientation secures employees' thinking about how the organization responds to external influence, including those which play a role in defining the mission, services and products provided by the organization. 13
Quality
Quality focuses upon the degree to which quality principles, such as customer service and continuous improvement, are a part of the organizational culture.
Office of Institutional Research and Effectiveness

6. The Information Dimension
9/13/2018
The Information Dimension #
Aspect
Description 14
Internal
Internal Communication captures the nature of communication exchanges within the organization. It addresses the extent to which employees view information exchanges as open and productive. 15
Availability
Availability of Information provides insight into whether employees know where to get needed information and whether they have the ability to access it in a timely manner. 16
External
External Communication looks at how information flows in and out of the organization. It focuses upon the ability of the organization to synthesize and apply external information to work performed by the organization.
Office of Institutional Research and Effectiveness

7. The Personal Dimension
9/13/2018
The Personal Dimension #
Aspect
Description 17
Job Satisfaction
Job Satisfaction addresses employees' satisfaction with their overall work situation. Weighed heavily in this construct are issues concerning employees' evaluation of the availability of time and resources needed to perform jobs effectively. 18
Time and Stress
Time and Stress Management looks how realistic job demands are given time and resource constraints, and also captures employees' feelings about their ability to balance home and work demands (note: The higher the score the lower the level of stress). 19
Burnout
Burnout is a feeling of extreme mental exhaustion that can negatively impact employees' physical health and job performance, leading to lost resources and opportunities in the organization (note: The higher the score the lower the level of burnout). 20
Empowerment
Empowerment measures the degree to which employees feel that they have some control over their jobs and the outcome of their efforts.
Office of Institutional Research and Effectiveness

8. Survey Method in a Nutshell
9/13/2018
Survey Method in a Nutshell
84 or 86 statements related to organizational excellence
Employees Responded
These individual responses are used to score:
Each statement
Each Dimension
Each Aspect
Possible Responses
Strongly Disagree
Disagree
Feel Neutral
Agree
Strongly Agree
Office of Institutional Research and Effectiveness

9. The Effect of the Scoring Method
9/13/2018
The Effect of the Scoring Method
Possible Responses
Strongly Disagree
Disagree
Feel Neutral
Agree
Strongly Agree
Responses are grouped into the aspects and dimensions.
The mean score is multiplied by 100 to represent the aspect and the dimension score.
Aspect & Dimension Scores
100) Strongly Disagree
200) Disagree
300) Feel Neutral
400) Agree
500) Strongly Agree
Office of Institutional Research and Effectiveness

10. Office of Institutional Research and Effectiveness
9/13/2018
2005
2003
2001
Office of Institutional Research and Effectiveness

11. Office of Institutional Research and Effectiveness
9/13/2018
Employee Groups
Survey participants self select an employee group.
For 2001 and 2003, the choices were
Faculty
Professional Staff
Staff - All Other
For 2005, the choices were
Executive/Administrative
Technical/Para Professional
Staff – All other
For comparison on charts and tables, the 2005 results are combined
Executive/Administrative was combined with Professional Staff
Technical/Para Professional was combined with Staff - All other.
Office of Institutional Research and Effectiveness

12. Aspects of Dimensions of Excellence 2001 2003 2005
9/13/2018
Aspects of Dimensions of Excellence
2001
2003
2005
Work Group
Accommodations
Organizational Features
Information
Personal
Lowest Mean
Score
Highest Mean Score
Below 1 Standard Deviation
Above 1 Standard Deviation 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20
Supervisor Effectiveness
Fairness
Team Effectiveness
Diversity
Fair Pay
Physical Environment
Benefits
Employment Development
Change Oriented
Goal Oriented
Holographic
Strategic
Quality
Internal
Availability
External
Job Satisfaction
Time and Stress
Burnout
Empowerment
The University of Texas-Pan American
2001 (489)
330
334
329
344
259
366
351
340
340
357
343
376
379
314
353
363
351
347
360
351
2003 (429)
329
334
331
345
260
364
353
341
336
356
339
370
375
319
349
354
348
344
356
346
2005 (619)
344
339
328
355
254
374
363
357
347
351
348
363
371
318
350
361
358
350
365
350
Faculty
2001 (121)
291
306
281
312
236
342
354
314
297
299
302
336
336
264
306
325
307
302
325
304
2003 (94)
274
291
269
308
237
331
344
300
282
296
282
321
327
262
294
305
273
275
297
282
2005 (178)
328
326
303
343
263
361
366
359
327
325
329
348
352
302
330
345
337
324
341
326
Professional Staff
2001 (172)
351
349
352
363
278
383
356
358
361
378
364
394
401
336
375
380
368
364
380
372
2003 (134)
347
349
345
365
267
386
358
350
351
368
359
385
392
329
362
369
367
362
377
368
2005 (211)
353
345
340
364
255
389
367
362
357
361
360
385
367
327
353
367
364
357
380
360
Staff - All Other
2001 (155)
342
343
347
358
257
369
349
345
357
381
357
394
394
335
372
380
369
366
369
369
2003 (160)
347
347
355
353
270
367
357
358
358
378
358
387
388
348
371
370
376
371
373
365
2005 (166)
345
339
337
352
242
366
350
346
350
364
352
372
370
325
366
368
367
366
368
360
Office of Institutional Research and Effectiveness

13. Ranking of the Aspects of Dimensions of Excellence
9/13/2018
2001
2003
2005
Ranking of the Aspects of Dimensions of Excellence
Work Group
Accommodations
Organizational Features
Information
Personal
Ranked in the Bottom 5
Ranked in the Top 5 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20
Supervisor Effectiveness
Fairness
Team Effectiveness
Diversity
Fair Pay
Physical Environment
Benefits
Employment Development
Change Oriented
Goal Oriented
Holographic
Quality
Strategic
Internal
Availability
External
Job Satisfaction
Time and Stress
Burnout
Empowerment
The University of Texas - Pan American
2001 17 16 18 12 20 3 8 14 14 6 13 1 2 19 7 4 8 11 5 8
2003 18 16 17 11 20 3 7 13 15 4 14 1 2 19 8 6 9 12 4 10
2005 16 17 18 9 20 1 4 8 15 10 14 2 4 19 11 6 7 11 3 11
Faculty
2001 17 10 18 8 20 2 1 7 16 15 13 3 3 19 10 5 9 13 5 12
2003 16 11 18 5 20 2 1 7 12 9 12 3 4 19 10 6 17 15 8 12
2005 12 14 18 7 20 2 1 3 13 16 11 4 5 19 10 6 9 17 8 14
Professional Staff
2001 17 18 16 12 20 3 15 14 13 6 10 1 2 19 7 4 9 10 4 8
2003 17 16 18 9 20 2 13 15 14 6 12 1 3 19 10 5 8 10 4 6
2005 15 17 18 7 20 1 4 9 13 10 11 4 2 19 15 4 7 13 3 11
Staff - All Other
2001 18 17 15 11 20 6 14 16 12 3 12 1 1 19 5 4 6 10 6 6
2003 18 18 15 16 20 9 14 11 11 3 11 1 2 17 6 8 4 6 5 10
2005 16 17 18 11 20 6 13 15 13 9 11 2 1 19 6 3 5 6 3 10
Office of Institutional Research and Effectiveness

14. 2005 Aspects of Dimensions of Excellence 9/13/2018 Work Group
Accommodations
Organizational Features
Information
Personal
Lowest Mean
Score
Highest Mean Score
Below 1 Standard Deviation
Above 1 Standard Deviation 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20
Supervisor Effectiveness
Fairness
Team Effectiveness
Diversity
Fair Pay
Physical Environment
Benefits
Employment Development
Change Oriented
Goal Oriented
Holographic
Strategic
Quality
Internal
Availability
External
Job Satisfaction
Time and Stress
Burnout
Empowerment
The University of Texas-Pan American
344
339
328
355
254
374
363
357
347
351
348
363
371
318
350
361
358
350
365
350
Office of the President (36)
343
340
332
353
265
388
341
349
351
356
355
370
380
311
359
365
357
359
370
364
Academic Affairs (265)
331
327
310
310
348
257
366
367
351
332
333
334
352
361
303
336
349
344
337
350
334
Business Affairs (95)
336
332
328
349
240
369
353
349
346
359
348
366
369
329
365
365
355
353
364
350
External Affairs (42)
363
360
360
374
282
396
381
375
372
384
378
388
403
350
373
392
389
375
398
378
Enrollment & Student Services (97)
372
360
356
375
248
384
358
367
368
372
372
372
387
336
360
373
374
363
387
377
Faculty (178)
328
326
303
343
263
361
366
359
327
325
329
348
352
302
330
345
337
324
341
326
Executive/ Administrative (51)
370
360
353
380
288
415
377
369
372
374
376
366
396
337
352
371
357
354
389
368
Professional Staff (160)
348
341
337
359
245
381
364
361
353
358
355
368
382
324
354
366
367
358
378
358
Technical/ Para Professional Staff (39)
319
320
311
326
230
347
339
299
320
339
333
366
350
299
357
349
359
346
347
351
Staff – All Other (127)
353
345
345
360
246
373
354
361
360
372
359
372
380
334
370
374
370
373
375
364
Note: Executive/Administrative & Professional Staff and Technical/Para Professional & Staff – All Other are all listed separately on this table.
Office of Institutional Research and Effectiveness

15. Ranking of Aspects of Dimensions of Excellence Organizational Features
9/13/2018
2005
Ranking of Aspects of Dimensions of Excellence
Work Group
Accommodations
Organizational Features
Information
Personal
Supervisor Effectiveness
Fairness
Team Effectiveness
Diversity
Fair Pay
Physical Environment
Benefits
Employment Development
Change Oriented
Goal Oriented
Holographic
Quality
Strategic
Internal
Availability
External
Job Satisfaction
Time and Stress
Burnout
Empowerment 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20
University of Texas - Pan American
Division
Office of the President (36)
Academic Affairs (265)
Business Affairs (95)
External Affairs (42)
Enrollment & Student Services (97)
Employee
Faculty (178)
Executive/ Administrative (51)
Professional Staff (160)
Technical/ Para Professional Staff (39)
Staff – All Other (127)
Ranked in the Bottom 5
Ranked in the Top 5
Office of Institutional Research and Effectiveness

16. Office of Institutional Research and Effectiveness
9/13/2018
Survey of Excellence: Higher Education Survey Observations and Reflections
Office of Institutional Research and Effectiveness

17. Aspects of the Dimensions of Excellence Summary for UTPA
9/13/2018
Aspects of the Dimensions of Excellence Summary for UTPA
4 Aspects of the Dimensions of Excellence have scored in the top 5 for all three survey years
Quality Aspect in the Organizational Features Dimension
Strategic Aspect in the Organizational Features Dimension
Physical Environment Aspect in the Accommodations Dimension
Burnout Aspect in the Personal Dimension
5 Aspects of the Dimensions Excellence have scored in the bottom 5 for all three survey years
Fair Pay Aspect in the Accommodations Dimension
Internal Aspect in the Information Dimension
Supervisor Effectiveness Aspect in the Work Group Dimension
Team Effectiveness Aspect in the Work Group Dimension
Fairness Aspect in the Work Group Dimension
Office of Institutional Research and Effectiveness

18. Office of Institutional Research and Effectiveness
9/13/2018
Work Group Dimension  Supervisor Effectiveness  Fairness Team Effectiveness  Diversity
The Supervisor Effectiveness, Fairness, and Team Effectiveness the could be addressed through a team-level program to train employees in planning and implementation processes such as Technology of Participation. This training program might be considered professional development
Diversity Aspect: Several existing objectives are supporting this aspect i.e., such as Division of President’s Objective “Advance diversity as an asset in University Life” and IT’s Objective “Increase the cultural diversity of the IT”.
Office of Institutional Research and Effectiveness

19. Office of Institutional Research and Effectiveness
9/13/2018
Accommodations Dimension  Fair Pay  Physical Environment  Benefits  Employment Development
The Fair Pay Aspect is consistently ranked at the bottom of the 20 aspects in 2001, 2003, and 2005 by Faculty, Professional Staff, and Other Staff. This aspect is showing a negative trend. A contributing factor to this may also be the reflection of the low scores in the Internal Aspect of Information Dimension.
Office of Institutional Research and Effectiveness

20. Office of Institutional Research and Effectiveness
9/13/2018
Organization Features Dimension  Change Oriented  Goal Oriented  Holographic  Strategic  Quality
The Holographic Aspect and the Change Oriented Aspect were scored in the bottom half with an average rank of 14th and 15th respectively. Addressing the Internal Aspect of the Information Dimension could foster a more coherent and broad understanding of the organizational directions and through the Employment Development Aspect of the Accommodations Dimension in the on-going employee training program to increase employee capability and readiness for change based on new information and ideas.
Office of Institutional Research and Effectiveness

21. Information Dimension  Internal  Availability  External
9/13/2018
Information Dimension  Internal  Availability  External
The Internal Aspect of the Information Dimension has received very low scores by all employee groups and in all survey years.
This represents a consistent near neutral or negative evaluation of these statements
The right information gets to the right people at the right time.
Work groups receive adequate feedback that helps improve their performance.
Information and knowledge are shared openly within this organization.
Internal information exchange is related to other aspects, such as:
Fair Pay Aspect in the Accommodations Dimension
Supervisor Effectiveness Aspect in the Work Group Dimension
Team Effectiveness Aspect in the Work Group Dimension
Fairness Aspect in the Work Group Dimension
Focus on current objectives such as AA’s “Ensure information flow to meet stakeholders’ needs at all levels,” ESS’s “Improve communication with all internal and external stakeholders,” EA’s Improve communication with the internal community” and DoP’s “Improve communication with all constituents” will assist in enhancing this dimension.
Office of Institutional Research and Effectiveness

22. Office of Institutional Research and Effectiveness
9/13/2018
Personal Dimension  Job Satisfaction  Time and Stress  Burnout  Empowerment
The university and most groups in most survey years have ranked the aspects of this dimension near the middle or in the top half.
The Burnout Aspect of this Dimension for the university and most groups for most survey years has be in the top 5 and always in the top half.
Note: For scoring consistency with other aspects, higher scores for the Burnout Aspect represent a lower level of perceived burnout.
Office of Institutional Research and Effectiveness

23. Questions & Discussion
9/13/2018
Questions & Discussion
Contact Information:
Leroy Philbrook
Phone: (956)
This presentation is online at:
Office of Institutional Research and Effectiveness