2011 Government Employee Engagement Survey Health & Social Services

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1 Government Employee Engagement Survey Health & Social Services Queen s Printer for Yukon,. Ipsos Reid Is Pleased To Certify And Present The Following Research Conducted For The Yukon Government

2 Table of Contents Participation Rates 3 EEIIT Index Score 4 Demographic Results 8 Communication of Results 12 Detailed Results 14 Detailed Tables 30 *Please note that a dash (-) will replace any group with less than 10 respondents. 2

3 Response Rates YG Overall RR 45% The Yukon Government Employee Engagement survey was conducted among all employees with an option to participate online or by mail. Grouping Health & Social Services 44% 47% 46% 37% 3

4 Employee Engagement Inter-Jurisdictional Initiative Team Index Score Health & Social Services

5 Employee Engagement Index to Comparison YG Corporate EEIIT EEI Score 60% Employee Engagement Score Employee Engagement Score 60% 60% The Index is the average of those that Agree/Strongly Agree across the eight key indicators. 5

6 Key Employee Engagement Scorecard Indicators Strongly Disagree Disagree Neutral Agree Strongly Agree NA n = 485 I am satisfied with my job 4% 11% 25% 41% 19% I am satisfied with my department 7% 17% 31% 32% 13% Overall, I am satisfied in my work as a YG employee 4% 10% 23% 44% 20% I am proud to tell people I work for the YG 3% 11% 27% 32% 26% I would prefer to stay with the YG even if offered a similar job elsewhere 6% 13% 23% 31% 27% I am inspired to give my very best 4% 11% 24% 36% 25% I would recommend the YG as a great place to work 4% 11% 26% 34% 25% I strive to improve my department s results1% 3% 19% 49% 24% Engagement Index 60% 6

7 Employee Engagement Categories Categories of employee engagement (High engagement, Medium-high, Medium and Low) are another way to look at the proportion of engagement amongst YG employees. Health & Social Services:,, 2009, 2008 Level of Employee Engagement Using 5-Point Scale (4 Categories) 3% 16% 43% 38% 4% 15% 39% 41% 2009 (n=497) 4% 18% 44% 33% 2008 (n=381) 3% 18% 44% 35% Low (1 to less than 2) Low-Med (2 to less than 3) Medium (3 to less than 4) High (4 to 5) The engagement category is determined by taking the average across the 8 key indicators for each individual. Results are grouped into 4 distinct categories: Low Engagement, Medium Engagement, Medium-High Engagement and High Engagement. 7

8 Demographic Profile Health & Social Services

9 Proportion of Respondents by Age, Gender, Union Code and Related Engagement Index AGE UNION CODE Average Age = 46.6 years EE Index EE Index % 50% % 59% Conf 3% 62% % 63% % 60% Mgt 7% 76% 60+ 9% 60% GENDER YEU 90% 59% EE Index Male 18% 64% YTA - Female 83% 59% Base: n = 485 9

10 Proportion of Respondents by Tenure, Performance Appraisal, Community and Related Engagement Index TENURE HAD PERFORMANCE APPRAISAL (Past 12 months) EE Index EE Index <2 yrs 19% 65% Yes 62% 64% 2-5 yrs 24% 60% No 34% 52% 6-10 yrs 24% 56% NA 4% 67% yrs 17% 63% COMMUNITY yrs 9% 54% EE Index Whitehorse 90% 59% yrs 6% 62% 26+ yrs 2% 49% Rural 10% 70% Base: n =

11 Proportion of Respondents by Employment Class, Classification and Related Engagement Index EMPLOYMENT CLASS CLASSIFICATION EE Index EE Index Auxiliary On Call 12% 67% % 60% Perm/Term Seasonal Auxiliary YTA/Educ 86% 59% % 41% 58% 58% EMPLOYMENT M01,M02,LE03 and DM 2% - Full Time 73% EE Index 59% M03,M04,LE02 6% 71% Part Time 14% 60% M05,M06,LE01 0% - On Call 12% 67% Teacher - Base: n =

12 Communication of Results Health & Social Services

13 Communication of Results Were the results of the last () employee survey communicated to you? EE Index Are you aware of any action taken to address the issues identified in the last () employee survey? EE Index Yes 77% 63% Yes 37% 68% No 7% 41% No 33% 47% Don t Know 11% 51% Don t Know 27% 64% N/A 4% 72% N/A 3% 66% Base: n =

14 Detailed Results Health & Social Services

15 Leadership Practices The senior leadership in my department provides clear direction Corporate () The senior leadership in my Corporate () department effectively 3.0 communicates changing priorities % 21% 30% 24% 10% % 20% 32% 20% 11% 2.9 (n=534) 14% 18% 30% 27% 9% 3.0 (n=533) 14% 20% 27% 27% 10% 3.0 The senior leadership in my department makes timely decisions Corporate () 3.0 I have confidence in the senior leadership of my department Corporate () % 22% 32% 18% 10% % 18% 27% 29% 12% 3.1 (n=534) 14% 21% 31% 23% 8% % 18% 24% 30% 15% 3.2 Strongly Disagree Disagree Neutral Agree Strongly Agree NA 15

16 Leadership Practices The senior leadership in my department keeps me informed about the things I need to know Corporate () 3.1 Essential information flows effectively from senior leadership to staff Corporate () % 19% 30% 23% 14% % 21% 34% 20% 9% 2.9 (n=533) 12% 21% 28% 27% 11% % 20% 31% 25% 9% 2.9 The senior leadership in my department is genuinely interested in the well-being of employees Corporate () % 20% 27% 24% 16% 3.1 (n=534) 13% 18% 25% 26% 17% 3.2 Strongly Disagree Disagree Neutral Agree Strongly Agree NA 16

17 Organizational Support Essential information flows effectively from staff to senior leadership Corporate () 3.1 My department does a good job of formally recognizing its employees Corporate () % 15% 37% 22% 9% % 21% 33% 21% 8% % 19% 34% 26% 7% % 20% 29% 25% 8% 2.9 I am proud to be part of my department Corporate () 3.7 I know how my work contributes to the achievement of my department s goals Corporate () 3.6 5% 9% 25% 38% 24% 3.7 6% 11% 26% 38% 19% 3.5 (n=533) 5% 11% 23% 36% 25% 3.7 4% 15% 23% 35% 23% 3.6 Strongly Disagree Disagree Neutral Agree Strongly Agree NA 17

18 Direct Supervisor The person I report to is an effective leader Corporate () I am satisfied with the quality of Corporate () 3.5 supervision I receive % 8% 20% 31% 29% % 11% 21% 33% 23% % 12% 17% 31% 29% % 11% 19% 34% 25% 3.5 The feedback I receive from my supervisor helps me improve my performance Corporate () % 10% 26% 35% 19% % 11% 19% 33% 25% 3.5 Strongly Disagree Disagree Neutral Agree Strongly Agree NA 18

19 Direct Supervisor I have a positive working relationship with the person I report to Corporate () 3.9 The feedback I receive from my supervisor is timely Corporate () 3.4 6% 7% 12% 37% 38% % 11% 25% 32% 19% 3.4 6% 6% 12% 34% 41% % 14% 19% 34% 21% 3.4 Strongly Disagree Disagree Neutral Agree Strongly Agree NA 19

20 Job Support & Recognition I receive meaningful recognition for work well done Corporate () 3.3 I am valued for my contributions at work Corporate () % 13% 27% 34% 16% 3.3 5% 13% 25% 34% 24% % 14% 22% 32% 22% 3.4 6% 12% 19% 36% 25% 3.6 Innovation is valued in my work Corporate () 3.4 9% 13% 26% 33% 19% % 12% 20% 33% 25% 3.5 Strongly Disagree Disagree Neutral Agree Strongly Agree NA 20

21 Job Support & Recognition I have support at work to provide a high level of service Corporate () 3.5 I have opportunities to provide input into decisions that affect my work Corporate () 3.5 8% 11% 24% 38% 19% 3.5 8% 14% 21% 37% 19% 3.5 8% 11% 21% 34% 25% 3.6 8% 16% 22% 33% 22% 3.5 Strongly Disagree Disagree Neutral Agree Strongly Agree NA 21

22 Personal Support & Development I have opportunities for career growth with the Government of Yukon Corporate () 3.4 I have support at work to balance my work and personal life Corporate () % 14% 23% 33% 18% 3.3 7% 10% 18% 38% 26% 3.7 (n=533) 12% 14% 25% 27% 21% 3.3 8% 8% 22% 33% 28% 3.7 My organization supports my work related learning and development Corporate () 3.5 9% 14% 26% 33% 17% 3.3 7% 14% 24% 34% 21% 3.5 Strongly Disagree Disagree Neutral Agree Strongly Agree NA 22

23 Work Unit Cohesion I have positive working relationships with my co-workers Corporate () 4.1 People in my work unit place a high value on providing good service Corporate () 4.0 2% 1% 15% 45% 37% 4.1 2% 6% 16% 42% 34% 4.0 1% 3% 14% 41% 41% 4.2 1% 6% 13% 40% 40% 4.1 I am proud of the work carried out in my work unit Corporate () 4.0 2% 6% 19% 38% 34% 4.0 2% 5% 16% 39% 38% 4.1 Strongly Disagree Disagree Neutral Agree Strongly Agree NA 23

24 Work Unit Communication There is good communication among the members of my work unit Corporate () 3.5 There is good communication between my work unit and other areas that we are involved with Corporate () 3.0 5% 14% 28% 35% 18% % 17% 38% 27% 7% 3.0 5% 10% 24% 42% 17% 3.6 9% 21% 34% 28% 7% 3.0 In my work unit, the right information gets to the right people at the right time Corporate () 3.2 9% 17% 35% 30% 9% 3.1 9% 17% 32% 32% 9% 3.2 Strongly Disagree Disagree Neutral Agree Strongly Agree NA 24

25 Good Fit The work I do makes a meaningful contribution to the people of Yukon Corporate () 4.1 My job is a good fit with my skills and interests Corporate () 4.0 1% 5%11% 34% 49% 4.2 1% 7% 14% 38% 39% 4.1 2% 5% 10% 33% 51% 4.3 2% 7% 13% 37% 41% 4.1 I feel that my work makes a real contribution to the success of my department Corporate () 3.8 3% 7% 22% 42% 27% 3.8 (n=533) 1% 10% 20% 40% 29% 3.9 Strongly Disagree Disagree Neutral Agree Strongly Agree NA 25

26 Performance Appraisal My most recent performance appraisal/ review reflects my performance Corporate () 3.9 I have a clear understanding of how Corporate () my performance is evaluated 3.6 4% 3%14% 33% 26% 3.9 6% 9% 20% 32% 23% 3.6 5% 4% 13% 35% 25% 3.9 7% 12% 19% 29% 25% 3.6 Strongly Disagree Disagree Neutral Agree Strongly Agree NA 26

27 Safe Workplace I feel safe working in my job Corporate () 3.9 My department creates a safe Corporate () work environment 3.7 5% 11% 18% 35% 30% 3.7 6% 13% 25% 38% 18% 3.5 4% 7% 17% 35% 36% 3.9 6% 10% 24% 39% 21% 3.6 Strongly Disagree Disagree Neutral Agree Strongly Agree NA I know who the Occupational Health and Safety representative(s) is/are for my department 13% 26% 61% 16% 32% 51% Yes No Don t Know 27

28 Commitment to Public Service Serving the public good is a very important factor in my decision to work for the Government of Yukon Corporate () 3.9 2% 5% 18% 39% 36% 4.0 (n=533) 2% 6% 18% 32% 40% 4.0 Strongly Disagree Disagree Neutral Agree Strongly Agree NA 28

29 Fair HR Practices In my department hiring is based on merit Corporate () 3.1 In my department promotions are Corporate () fair and free from favouritism % 12% 26% 29% 11% % 15% 26% 22% 10% 2.9 (n=534) 16% 16% 26% 27% 12% 3.0 (n=534) 18% 18% 21% 24% 8% 2.9 Strongly Disagree Disagree Neutral Agree Strongly Agree NA 29

30 Detailed Tables Health & Social Services

31 Significance Testing All results have been tested at the 95% confidence level, which translates into the results being reported will be true 19 times out of 20. Coloured arrows are used throughout this section of report signify the following: Indicates that a score is significantly higher or lower than Indicates that a score is significantly higher or lower than

32 Department Results Leadership Practices s Q40. The senior leadership in my department provides clear direction Q41. The senior leadership in my department effectively communicates changing priorities Q38. The senior leadership in my department makes timely decisions Q28. I have confidence in the senior leadership of my department Q42. The senior leadership in my department keeps me informed about the things I need to know Q29. Essential information flows effectively from senior leadership to staff Q39. The senior leadership in my department is genuinely interested in the well-being of employees Total Organizational Support s Q30. Essential information flows effectively from staff to senior leadership Q32. My department does a good job of formally recognizing its employees (i.e. performance appraisals, recognition programs, etc.) Q43. I am proud to be part of my department Q27. I know how my work contributes to the achievement of my department s goals Total Indicates that a score is significantly higher or lower than Indicates that a score is significantly higher or lower than

33 Department Results Direct Supervisor s Q10. The person I report to is an effective leader Q12. I am satisfied with the quality of supervision I receive Q6. The feedback I receive from my supervisor helps me improve my performance Q11. I have a positive working relationship with the person I report to Q7. The feedback I receive from my supervisor is timely Total Job Support & Recognition s Q14. I receive meaningful recognition for work well done Q5. I am valued for my contributions at work Q13. Innovation is valued in my work Q15. I have support at work to provide a high level of service Q1. I have opportunities to provide input into decisions that affect my work Total Indicates that a score is significantly higher or lower than Indicates that a score is significantly higher or lower than

34 Department Results Personal Support & Development Work Unit Cohesion s Q46. I have opportunities for career growth with the Government of Yukon Q16. I have support at work to balance my work and personal life Q31. My organization supports my work related learning and development Total s Q9. I have positive working relationships with my co-workers Q21. People in my work unit place a high value on providing good service Q22. I am proud of the work carried out in my work unit Total Work Unit Communication Indicates that a score is significantly higher or lower than Indicates that a score is significantly higher or lower than 2009 s Q20. There is good communication among the members of my work unit Q19. There is good communication between my work unit and other areas that we are involved with Q18. In my work unit, the right information gets to the right people at the right time Total

35 Department Results Good Fit s Q4. The work I do makes a meaningful contribution to the people of Yukon Q2. My job is a good fit with my skills and interests Q44. I feel that my work makes a real contribution to the success of my department Total Performance Appraisal s Q25. My most recent performance appraisal/review reflects my performance Q24. I have a clear understanding of how my performance is evaluated Total Safe Workplace s Q8. I feel safe working in my job Q35. My department creates a safe work environment Total Indicates that a score is significantly higher or lower than Indicates that a score is significantly higher or lower than

36 Department Results Commitment to Public Service s Q50. Serving the public good is a very important factor in my decision to work for the Government of Yukon Total Fair HR Practices s Q33. In my department hiring is based on merit (i.e. the knowledge, abilities and suitability requirements of the position) Q34. In my department promotions are fair and free from favouritism Total Communication of Results % Q53. Were the results of the last () employee survey communicated to you? (Yes) 77% 71% 79% - Q54. Are you aware of any action taken to address the issues identified in the last () employee survey? (Yes) 37% 41% 48% - Indicates that a score is significantly higher or lower than Indicates that a score is significantly higher or lower than

37 Department Results Employee Engagement Questions s Q3. I am satisfied with my job Q45. I am satisfied with my department Q51. Overall, I am satisfied in my work as a YG employee Q47. I am proud to tell people I work for the YG Q48. I would prefer to stay with the YG even if offered a similar job elsewhere Q17. I am inspired to give my very best Q49. I would recommend the YG as a great place to work Q37. I strive to improve my department s results Employee Engagement Score Indicates that a score is significantly higher or lower than Indicates that a score is significantly higher or lower than

38 Demographic Engagement Score Results Age % % % % % Tenure <2 years 65% 2-5 years 60% 6-10 years 56% years 63% years 54% years 62% Employment Class Auxiliary on Call 67% Perm/Term 59% Seasonal Auxiliary - YTA/Educ - Communication of 10 Results Yes 63% No 41% Don t Know 51% NA 72% Gender Male 64% Female 59% Union Code Conf 62% Mgt 76% YEU 59% 26+ years 49% Performance Appraisal Yes 64% No 52% NA 67% Community Whitehorse 59% Employment Full Time 59% On-Call 67% Part Time 60% Classification % % % M01, M02, LE03 & DM - Aware of Actions Taken Yes 68% No 47% Don t Know 64% NA 66% YTA - Rural 70% M03, M04, LE02 71% M05, M06, LE01 - Teacher - 38

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