1. Glasgow University Staff Survey 2012 Joint Union Consultative Committee July 12 th 2012 Ian Black, HR Director University of Glasgow

2. July 12 2012GU 2012 staff survey - JUCC Report2 Purpose of GU 2012 Staff Survey n 1. To measure: Staff Involvement Staff Commitment Staff Wellbeing n 2. To determine: Actions for building on favourable findings Actions for addressing weaknesses n 3. Where possible, to compare with 2009 survey findings To look for continuous improvement n Restructure has limited 2009  2012 comparison

3. July 12 2012GU 2012 staff survey - JUCC Report3 GU 1012 Staff Survey Summary n Survey held April 2012 Slightly shortened version of 2009 survey 2012 response 1780 out of 5441 staff (33%) 2009 response 1814 out of 5524 (33%) n Findings 2012 GU 10 KPI average = 79% (81% in 2009) Improvement in team communications = 90% (78% in 2009) Fall in workplace enjoyment = 78% (89% in 2009) HSE benchmark indicators show some lower scores n Areas for Improvement requested by staff Management and administration support Communication Understanding of vision or strategy

4. Key Messages n Good Points Response rate good at 33%; management and staff in general can have confidence in the findings Staff have high understanding of team aims and performance expectations Large improvement in work team communications since 2009 (78%  90%) Where comparable, improvement since 2009 in intra-School/RI/ Service communications (67%  71%) n Areas for improvement Improved discussion with managers about working practice and performance feedback, and staff generally do not feel praised for a job well done Low level of awareness of what rest of University does Work enjoyment and loyalty levels both down from 2009 HSE results down from 2009; requires further detailed investigation Some variances between School/RI/Service which require more detailed investigation July 12 2012GU 2012 staff survey - JUCC Report4

5. Response Rates by College/US n Population base (Mar 2012): 5,144; 1780 respondents Reduced from 6,056 to exclude invigilators; adult education lecturers, tutor groups etc July 12 2012GU 2012 staff survey - JUCC Report5 CollegeResponsePopulationResp. Rate 01.Arts14736940% 02.MVLS508173929% 03.Science & Eng23183528% 04.Social Sciences19653237% 05.University Services643196633% 99.Not Disclosed55-- University Total1780544133%

6. Response Rates by Gender and Job Family ResponsePopulationResp. Rate Male694250228% Female966293933% Not Disclosed120-- University Total1780544133% 1. R&T628211630% 2. MPA740157447% 3. Tech12552924% 4. Ops18194819% 5. Clinical3027411% 99.Not Disclosed55-- University Total1780544133% July 12 2012GU 2012 staff survey - JUCC Report6

7. 1. 10 GU KPI Findings

8. 10 question items used as GU KPIs July 12 2012GU 2012 staff survey - JUCC Report8 KPI Question ItemMeasure (%) KPI 1: Understanding of team aimsVG + Good + Satis KPI 2: Understanding of performance expectationsVG + Good + Satis KPI 3: How often praised for a job well doneAt least 6 monthly KPI 4: How often do you discuss with manager how to improve working practicesAt least annually KPI 5: How often given performance feedbackat least annually KPI 6: How good are communications within your work teamEx + Good + Satis KPI 7: how good are communications with other teams in School/RI/SEx + Good + Satis KPI 8: How well are GU-wide changes communicated?Ex + Good + Satis KPI 9: I enjoy working in the UniversityStr Agree + Agree KPI 10: I feel loyal and supportive to the UniversityStr Agree + Agree

9. Average of all KPIs 1-10 (by Category) July 12 2012GU 2012 staff survey - JUCC Report9 **Heterosexual/straight and LGBT, as worded in the questionnaire *Disability Reported or No Disability Reported

10. KPI 1: Understanding of team aims (VG + G +S) July 12 2012GU 2012 staff survey - JUCC Report10

11. KPI 2: Understanding of performance expectations (VG + G +S) July 12 2012GU 2012 staff survey - JUCC Report11

12. KPI 3: How often are you praised for a job well done (at least 6-monthly) July 12 2012GU 2012 staff survey - JUCC Report12

13. KPI 4: How often discuss working practice improvement (at least annually) July 12 2012GU 2012 staff survey - JUCC Report13

14. KPI 5: How often are you given performance feedback (at least annually) July 12 2012GU 2012 staff survey - JUCC Report14

15. KPI 6: How good are communications within work team (Ex + G + Satis) July 12 2012GU 2012 staff survey - JUCC Report15

16. KPI 7: How good are communications with other School/RI teams? (E+G+S) July 12 2012GU 2012 staff survey - JUCC Report16

17. KPI 8: How well are GU-wide changes communicated? (Ex + G + Satis) July 12 2012GU 2012 staff survey - JUCC Report17

18. KPI 9: I enjoy working in the University (SA + A) July 12 2012GU 2012 staff survey - JUCC Report18

19. KPI 10: I feel loyal and supportive to the University (SA + A) July 12 2012GU 2012 staff survey - JUCC Report19

20. HSE Stress Measurement Tool - Findings

21. HSE UK benchmark for work-related stress n Classifications are derived from HSE survey of 136 UK organisations (2009), using their methodology 35 questions measure 7 key work design factors scored 1-5; 5 is best score n HSE “traffic light” scoring scheme for 7 factors July 12 2012GU 2012 staff survey - JUCC Report21 ColourCommentRange of UK benchmark Doing very well - need to maintain performanceAt or above 80 th percentile Good, but need for improvement. 50 th - 80 th percentile Clear need for improvement.20 th – 50 th percentile Urgent action neededBelow 20 th percentile

22. HSE defined 7 benchmark factors – outlined below July 12 2012GU 2012 staff survey - JUCC Report22 RedYellowAquaGreen Factor (stressor) Less thanBetween Greater than 1. Demands: workload, work patterns and the work environment 2.942.94 - 3.103.10 - 3.293.29 2. Control: how much say staff have in the way they do their work 3.223.22 - 3.473.47 - 3.723.72 3. Support: encouragement, sponsorship, resources provided by: a. The organisation and line management 3.273.27 - 3.463.46 - 3.653.65 b. Colleagues 3.633.63 - 3.783.78 - 3.893.89 4. Relationships: promoting positive working to avoid conflict and dealing with unacceptable behaviour 3.613.61 - 3.853.85 - 4.044.04 5. Role: whether staff understand role within organisation and whether the organisation ensures they do not have conflicting roles 4.044.04 - 4.184.18 - 4.314.31 6. Change: how organisational change (large or small) is managed and communicated in the organisation 2.792.79 - 3.043.04 - 3.243.24

23. HSE Scores: GU2012 by GU2009, Gender, Job Family July 12 2012GU 2012 staff survey - JUCC Report23

24. HSE Scores for All GU by College July 12 2012GU 2012 staff survey - JUCC Report24

25. Conclusions

26. Main Findings - Improvements n Satisfaction with internal team communications 78%  record 90% n Understanding of team aims 92%  95% n Work team communications 78%  90% n Communications with other Schools/RI/ Services teams 67%  71% n Performance feedback 83%  85% July 12 2012GU 2012 staff survey - JUCC Report26

27. Main Findings - Areas for Improvement n Overall staff satisfaction dipped slightly From 81%  79% n Satisfaction with university wide communication down From 79%  68% n Enjoyment of working at University down from 89%  78%, n Feelings of loyalty to the University down from 82%  72% July 12 2012GU 2012 staff survey - JUCC Report27

28. Next Actions n Survey results reflect a challenging two years but findings seen as crucially important n Results will be carefully analysed and considered at least at College/School/RI/Service level n University is working hard to improve communication at a variety of levels n University needs to improve staff engagement at all levels to restore employee satisfaction and enjoyment at work, and to address perceptions of loyalty n Good to see progress in understanding of individuals’ aims and roles; internal communications; and frequency of performance feedback July 12 2012GU 2012 staff survey - JUCC Report28