OPIF. Organizational Change Readiness Questionnaire

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Marilyn Simpson
9 years ago
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1 OPIF Organizational Change Readiness Questionnaire

2 Introduction What are we doing? Describe OPIF nationally (vision and context) and by department (scope statement)... Why are we doing this survey? The success of any potential implementation of OPIF will rely heavily on how effectively we can. How are we doing it? Describe how we might implement the local OPIF project plan... The surveys can be anonymous, unless you choose to be individually identified. However, we do need to gather information on such things as. in order to ensure that we provide the right support to the right group of people. If you wish to remain anonymous, please print the attached form out, complete it in pen and post back to xxxxxxx. Alternatively you can complete the form electronically and send via to xxxxxx. No record will be kept of which person sent back which reply, if you choose not to include your name on the actual survey. Please note that due to the tight deadlines, replies received prior to xxx will be greatly appreciated F r e q u e n t l y A s k e d Q u e s t i o n s Do I have to complete the survey? No, but if you do, you will be helping the project team identify the support needed by staff to make the OPIF project successful. How long will the survey take The questionnaire should take no longer than 15 minutes to complete. Can I be identified by my reply? If you complete a paper copy, you cannot be identified and we would not seek to do so. Responses will only be seen by the Project Manager. Will the results of the survey be published? NO.

.. The surveys can be anonymous, unless you choose to be individually identified. However, we do need to gather information on such things as.

3 Will my colleagues have to complete this survey also? Yes and explain the types of dept if the survey is small we cannot identify business areas

4 Q u e s t i o n s For each question, two responses are given with a range of responses between them. Please mark the most appropriate box. The closer the box is to the answer, the stronger you agree. For example, if you felt that the information gathered on youth crime have enables you to do your job effectively to a large extent, you would complete the questionnaire as follows: Ex1 Does the information gathered on budget allow you to do your job properly? If you have no view on a particular question, please leave it blank. Business Case for Change A1 Are you aware of the OPIF project? aware Very aware A2 Do you understand the objectives and goals of the OPIF project? well Very well A3 A4 How important is the OPIF project to achieving your vision of implementing the mission and vision of the department? How achievable are the objectives of the OPIF project? Of no importance achievable Essential Entirely achievable Page 4 of 11

information gathered on budget allow you to do your job properly? If you have no view on a particular question, please leave it blank. Business Case for Change A1 Are you aware of the OPIF project?

5 Vision for Change B1 Do you understand the contribution the OPIF project will make to the vision? B2 Do you understand the change that an implemented OPIF will make to the way that agencies carry out their work? Leadership C1 Do you think your Leadership Team is committed to the success of the OPIF project? committed Very committed C2 Do you think that your Leadership Team has the right people involved to make this change happen? C3 Do you believe your OPIF local manager to be committed to the success of the OPIF pilot? committed Very committed C4 Do you believe that your OPIF manager will help you to understand how you can support and adapt to changes needed to implement OPIF? C5 Will you be able to support your OPIF manager through this change process? Page 5 of 11

Leadership C1 Do you think your Leadership Team is committed to the success of the OPIF project?

6 Communication D1 How effective is communication from the Leadership Team to people involved in implementation? Very ineffective Very effective D2 How regularly do you receive communication on changes in the way you perform your tasks? Hardly ever All the time D3 Do the messages you have heard on OPIF make you feel that you will be comfortable about what the project will mean to you? Less comfortable More comfortable D4 What is the most effective way for you to receive communications? (Please prioritise with 5 being the most useful and 1 being the least useful. If you are completing the form electronically, please select the number from the drop down menu to the right of the box) 0 5 most useful, 1 least useful Intranet 0 Memos 0 Newsletters 0 Meetings 0 Casual Conversation 0 Other (please specify) Page 6 of 11

Hardly ever All the time D3 Do the messages you have heard on OPIF make you feel that you will be comfortable about what the project will mean to you?

7 Individual and Team Capacity E1 Is your job role clearly defined? clear Very clear E2 Do you receive the necessary training and support to enable you to do your job more effectively E3 Do you understand how the OPIF project will affect you? E4 Are you confident that you would receive the relevant training and support to enable you to fulfil any new activities/ role effectively within OPIF? confident Very confident E5 As an individual, how quickly do you adapt to change? Over a long period of time Almost immediately E6 As an organization, how quickly do you think that your organization adapts to changes? Over a long period of time Almost immediately Page 7 of 11

affect you? E4 Are you confident that you would receive the relevant training and support to enable you to fulfil any new activities/ role effectively within OPIF?

8 Organizational Design F1 Are your reporting relationships clear (others reporting to you and you reporting to others)? clear Very clear F2 Do you think the decision making is effective? Very ineffective Very effective HR Practices G1 How often do you have reviews with your line manager to discuss objectives and priorities? Never Very often G2 Are the relationships between you and the strategic managers effective? Very ineffective Very effective Internal/External Events H1 Have previous change initiatives achieved their objectives? H2 Do you think that your organization is undertaking too much or not enough change at the moment? Not enough change Too much change Page 8 of 11

Very ineffective Very effective HR Practices G1 How often do you have reviews with your line manager to discuss objectives and priorities?

9 Culture J1 How do you feel about the culture within your organization relating to change? Backward looking Unresponsive Forward looking Responsive Directive Involving Overall average: Additional Questions K1 In your experience, what has helped change projects to be successful within your organization? K2 In your experience, what has limited the success of change projects within your organization? Page 9 of 11

Additional Questions K1 In your experience, what has helped change projects to be successful within

10 K3 What do you think will be critical to the success of OPIF? K4 What do you think could limit the success of OPIF? Page 10 of 11

11 Profile i) How long have you worked at your department? Less than 2 years 2-7 years More than 7 years ii) Which business unit (name and location) do you belong to? Name Location iii) The following information is strictly voluntary. Name address Phone number Thank you very much for taking the time to complete this form. If you have completed it electronically, please save and return via to xxxxx. If you have completed a paper copy, please send it to the address printed on the first page. DSWD Performance Measurement IA Tool 11

Name Location iii) The following information is strictly voluntary.

FOCUS GROUPS FOR THE HSE MANAGEMENT STANDARDS SECTION 5

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