1. Employee satisfaction survey 2018

2. Background
In autumn 2017, the University Management made a decision to carry out an employee satisfaction survey. Last time this took place was in 2014.
Working team: Lars Mähler (project coordinator, Office for Human Resources), Nils Eriksson (Faculty of Social Sciences), Anna Mothander (Office for Human Resources), Jeanette Lövqvist (Office for Human Resources). Responsible party: Lars Nordlander, head of the Office for Human Resources
The survey is developed together with our previous collaborative partner Quicksearch. The survey will be carried out between 16 March and 4 April.
Quicksearch delivers employee satisfaction surveys to several Swedish universities, which enables comparisons in several areas.
The survey is set up with questions divided into sections. Umeå University has chosen to add separate sections of questions regarding equal opportunities and previous SCB survey questions to enable a comparison.
The results of the survey will be presented in groups of five or more respondents. Scatter graphs will be presented if there are more than 8 respondents per group.

3. Time plan – preparations (activities and communication)
Developing the questions – final draft mid-February. Testing the survey on 27 February.
Organisational structure – first proposal finished by 22 February. Supporting HR secretaries/local HR in formulating local organisational structures.
Information dates – Management 29 January, central union collaboration 13 February, Work Environment Committee 22 February, meeting with heads of faculty offices 19 February. Information for managers, deans and heads of department takes place regularly from 31 January via HR secretaries/local HR. Information from HR, management and Vice-Chancellor via the intranet, newsletter for managers from end of February or start of March.

4. Implementation and results
Implementation – The survey starts on 16 March and can be answered until 4 April. Regular information about response rates will be communicated. Three reminders will be sent to those who have yet not responded to the survey.
Results – Finalised on 7 May. The results will be published via a web portal to managers. Login details will be provided to managers. Presentation of the results with the Office for Human Resources and the Management from May onwards.
Continued progress with results – Quicksearch, the Office for Human Resources and local HR staff will together complete the analysis and support the continued work process (communication, analysis support to managers and improvements necessary, etc.)

5. Time plan – implementation and process during spring and autumn 2018
Planned activities, responsibilities and communication
16 March – 4 April
May 2018
May – June
June – August
September – November 2018
December 2018 – 2021
Response period for employee satisfaction survey
Results will be available on 7 May
Holiday period
Continued work with completing action plans.
Faculty/administration - Action plan for work environment as appendix to the operational planning, finished by October. Annual revision of action plan together with operational planning.
Department/unit - Revision/supplementary additions to actions plan for work environment, added to the operational planning. Annual revision of action plan together with operational planning.
Result analysis Responsible party: Each manager with the support of their respective manager, HR locally and the Office for Human Resources centrally. Schedule meetings.
Implement measures – activities agreed upon at workplace meetings, APTs, that are mentioned in the action plan Responsible party: Each respective manager, but the activities can be delegated to employees at the workplace.
Presentation of results Present the results of the survey at a workplace meeting, an APT, and prepare the groups for applying the results, finding measures and activities for an action plan as an appendix to the operational plan, the VP plan Responsible party: each manager
Please note: Regular communication regarding the employee satisfaction survey should take place, for instance at workplace meetings, in performance reviews, at local collective agreement on cooperation meetings - LSG, or through other internal information channels.
Please note: Regular communication regarding follow up of accomplished activities should take place, for instance at workplace meetings, in performance reviews, at local collective agreement on cooperation meetings - LSG, or through other internal information channels.
Start developing an action plan – developing prioritised activities for the operational planning. This could be carried out at workplace meetings (APT), or between employer and employee Responsible party: each manager with the support of their respective manager and HR.

6. Section by section Example
Background – age, gender, professional category, etc.
NPS – inclination to recommendation Umeå University as a workplace (loyalty, see below)
Work climate – requirements, control and support (by the team), social and organisational workplace climate
Leadership – questions about your closest manager and the own management, prerequisites for personal development
Organisation – clear organisation, learning through work, information and routines (clarity) and service
Visions and objectives – questions regarding objectives, Umeå University values and the University Management
Equal opportunities – harassment, discrimination and work-family balance
Final questions – overall workplace satisfaction
Approximately 70 questions (including multiple choice)
Example