1. EMPLOYEE ENGAGEMENT Meet the HR Management Team New Faculty & Staff Event BRAVO! Employee Recognition First Faculty & Staff Night

2. EMPLOYEE ENGAGEMENT Survey: Internal versus External Topics Comparison What is Employee Engagement What Employee Engagement Means to Us Engaged Organizations U.S. v. The Globe Supervisors and Employee Engagement

3. SURVEY COMPARISON 2011: Our Own Survey 280 out of over 2,000 2013: The Chronicle, Modern Think, Inc. 126 of 600 2011: Communication 56% 2013: Communication 45% 2011: Perception of Management 60% 2013: Supervisors 58% 2011: Respect for Employees 58% 2013: Respect & Appreciation 56% 2011: Compensation & Benefits 41%, Work/Life 51% 2013: Compensation, Benefits, Work Life Balance 56% Agree/Strongly Agree

4. John Jay Honor Roll Job Satisfaction/Support56%83% Teaching Environment39%79% Professional Develop.62%79% Compensation, Benefits56%78% Facilities63%83% Policies, Resources, Eff.47%74% Shared Governance41%74% Pride63%86% Supervisors/Dept. Chairs58%78% Senior Leadership58%77% Faculty, Admin., Staff Rel.42%75% Communication45%69% Collaboration48%72% Fairness50%72% Respect & Appreciation56%74% Survey Average51%77% Great Colleges to Work For 2013 Survey Results Agree & Strongly Agree

5. EMPLOYEE ENGAGEMENT What is it? Employee engagement is a workplace approach designed to ensure that employees are committed to their organization’s goals and values, motivated to contribute to organizational success, and are able at the same time to enhance their own sense of well-being.

6. “ENHANCE OUR OWN SENSE OF WELL BEING” Enjoy Coming to Work Feel “Safe” at Work Contributes Gives More, Does More Champions Tasks and Others Is There for Others Takes Pride in Work Has Pride in the Organization (the College)

7. Engaged organizations have strong and authentic values, with clear evidence of trust and fairness based on mutual respect, where two way promises and commitments between employers and staff are understood, and are fulfilled.

8. THE U.S. VERSUS THE GLOBE Fully EngagedU.S.Global 29%35% Stay with an organization longer Contribute to the bottom line Connect to Productivity and Quality Put in the time Role Model Take less sick time off

9. THE U.S. VERSUS THE GLOBE Partially EngagedU.S. Global 45%40% Concentrates on tasks and not outcomes Want to be told what to do Do it, get paid, go home

10. THE U.S. VERSUS THE GLOBE DisengagedU.S.Global 26%25% Sow the seeds of negativity Sabotage progress Express mistrust Complain Brings others down Make more work Sick days

11. If the Supervisor is NOT Engaged then that supervisor’s staff will NOT be Engaged The Supervisor is the connection to Senior Management for his or her staff (a conduit for the flow of information within an organization) What Managers do…what managers say….how they behave affects employee’s attitudes about their jobs and the organization/college as a whole. Employees who are unhappy with and dissatisfied with their immediate managers/supervisors are less likely to identify with the organization’s vision…and on a more micro-level they are more likely to be absent or resign. Employees who are engaged take pride in their work, support organizational goals and are less willing to change jobs for a minor increase in salary. The Immediate Supervisor’s Role in Employee Engagement HR Customer Service Training

12. Attitude Engagement Skills & Knowledge Employees Delivering High Performance

13. Satisfaction with Immediate Supervisor Belief in Senior Management Pride in Organization Employee Engagement Three Drivers of Engagement