Report of the Results of the Staff Profile Assessment (October 11-31, 2006) Submitted by Dr. Evette J. Castillo December 14, 2006

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1 Report of the Results of the Staff Profile Assessment (October 11-31, 2006) Submitted by Dr. Evette J. Castillo December 14, 2006 Staff Development Committee Division of Student Affairs

2 Abstract This report describes the results of the administration of the Staff Profile Assessment by the Student Affairs Staff Development Committee. The survey was designed in collaboration with StudentVoice and Dr. Kevin Bailey, Assistant Vice President for Campus Life. The purpose of this survey is to get a better understanding of the Division of Student Affairs staff background and composition, professional development interests and needs, and overall satisfaction of the members within Student Affairs. The results will be used to enhance programs and services; clarify department goals and mission; strengthen communications; assess staff structures and workload; enhance resources and tools employed; gauge and improve overall climate of satisfaction; and identify professional/skill development interests. Background and Methodology Given the recent partnership between the Division of Student Affairs and StudentVoice, a higher education assessment company, we are able to develop and administer surveys efficiently with the use of their assessment tools. The support to continue gaining valuable information is instrumental in our efforts to create a division-wide culture of assessment. Dr. Evette Castillo was appointed Chair of the Staff Development Committee for the academic year and was inspired to learn more about the Student Affairs staff background, interests, satisfaction, and needs in order to shape future professional development opportunities as well as look at areas to improve, clarify, and/or strengthen. There has not been a previous survey administered throughout the Division of Student Affairs that takes a close look at staff satisfaction and professional development interests. As the demographics of our college student populations change and increase and as student issues and concerns become more complex, Student Affairs staffs need to be prepared to address and support our constituents and must possess the requisite skills, attitudes, and behaviors to do so. Equally important, a positive and productive working environment plays a large role in supporting student and staff success. The results of this survey will highlight those staff development needs and satisfaction levels to better direct our efforts. The survey was a compilation of questions developed by Dr. Castillo, Dr. Bailey, and questions adapted from StudentVoice staff satisfaction and professional development templates. The survey was administered electronically (web access) to members of the Student Affairs (SA) List serve on October 11, 2006 and remained live until the closing date of October 31, Not everyone in the Division of Student Affairs is subscribed to the SA List serve, so reminders were sent to the Senior Leadership Team to inform their staff who may not be subscribed, and another was sent to the Religious Life Staff who are Tulane affiliates, working in close partnership with Student Affairs, but are not employees of the university. Report of the Results of the Staff Profile Assessment Page 2 of 11

3 Demographics Eighty-one out of 104 staff members responded to the Staff Profile for a 78% response rate. Most respondents were full-time staff (90%), female (62%), and of the professional/managerial classification (74%). In terms of number of years in Student Affairs and working at Tulane University, most responses came from individuals working 5 years or less in Student Affairs (48%) and at Tulane (57%), while 12% of staff respondents have worked at the university 20 years or more. Sixty-three percent of our staff respondents have been employed at one other higher education institution that includes Tulane, while 14% of staff had experience at 4 or more higher education campuses. Table 1 describes more demographic data in detail. Table 1. Background Information Employee Status Part time 10% Full Time 90% Employee Classification Administrative/Clerical 16% Professional/Managerial 74% Service/Maintenance 0% Skilled/Licensed Craft 1% Technical/Paraprofessional 1% Unskilled/No Licensed Craft 0% Affiliate (non-tulane employee) 8% Number of years working at Tulane University Less than one year 19% 1 and 5 years 38% 6 and 10 years 17% 11 and 15 years 10% 16 and 20 years 4% More than 20 years 12% Number of years working in current department Less than one year 26% 1 and 5 years 44% 6 and 10 years 15% 11 and 15 years 9% 16 and 20 years 2% More than 20 years 4% Number of years in the student affairs profession Less than one year 14% 1 and 5 years 34% 6 and 10 years 22% 11 and 15 years 11% 16 and 20 years 4% More than 20 years 15% Number of Staff Supervised Yes 47% (answers ranged from 1 to 160 staff) I do not supervise staff 53% Number of Students Supervised Yes 67% (answers ranged from 1 to 3700 students) I do not supervise students 33% Highest Degree Earned High school diploma or GED 12% Associates 4% Bachelors 23% Masters (not an MBA) 42% Master of Business Administration 4% Juris Doctorate 1% Doctorate 14% Ethnicity African American 19% Asian / Asian American 3% Caucasian 64% Hispanic 6% Multiracial 1% Native American 2% Other 1% No Response 4% Gender Male 35% Female 62% Transgender 0% No Response 3% Report of the Results of the Staff Profile Assessment Page 3 of 11

4 How many other institutions other than Tulane have you worked? None 35% 1 28% 2 17% 3 6% 4 or more 14% Results The survey included the following 5 sections with Likert-scale responses noted as strongly agree, agree, neutral, disagree, strongly disagree, and not applicable: Mission / Goals / Objectives Communication / Information Sharing Stress / Workload Tools to Do Job Overall Satisfaction Mission / Goals / Objectives. A large majority of staff members have clear expectations and know their job responsibilities (87%). Many feel that they had a say/voice in setting policies that affect their work (73%) as well as have the opportunity to participate in making decisions (90%). Ninety-four percent of staff respondents feel that they have good collaborative, working relationships with other departments. Given the high participatory roles in the directions and decisions of their own work, strong collaboration across departments, and understanding of duties, only 68% feel that the Division of Student Affairs has a positive reputation at Tulane. Table 2. Percent of staff who strongly agree and agree with the following statements as it relates to Mission / Goals / Objectives My job responsibilities are clear, and I know what is expected of me. 87% I have the opportunity to participate in making decisions that affect my work. 90% My department has good working relationships with other departments within the 94% division of student affairs. I believe the division of student affairs has a positive reputation at the University. 68% I feel like I have a say/voice in setting policies that affect my work. 73% Communication / Information Sharing. Although 61% of staff respondents feel that they receive essential information in a timely manner and 40% hear about important changes through rumors rather than through official mediums, 77% of staff agreed that they knew how to get the information they need to be effective in their job. Report of the Results of the Staff Profile Assessment Page 4 of 11

5 Table 3. Percent of staff who strongly agree and agree with the following statements as it relates to Communication / Information Sharing I receive essential information in a timely manner. 61% I know how to get the information I need to be effective in my job. 77% I usually hear about important changes through rumors rather than through official 40% communication. I am aware of the programs and services offered by the division of student affairs. 72% Stress / Workload. Given that over half of staff respondents (53%) frequently feel stress in their job, and 36% feel that their department has adequate staffing to handle the workload, 67% feel that the amount of their stress associated with their job was appropriate for the position, and 68% feel that they could reasonably balance their work and personal life. Despite the levels of stress and inadequate staffing concerns, 82% of staff feels able to manage their workload effectively. Staff was not as willing to be involved in the division through committees (24%); however, they were willing to participate in division-sponsored events (71%). Table 4. Percent of staff who strongly agree and agree with the following statements as it relates to Stress / Workload My department has adequate staffing to handle the workload. 36% I frequently feel stress in my job. 53% I am able to maintain a reasonable balance between work and my personal 68% life. Work is assigned equitably in my department. 61% I feel that the amount of stress associated with my job is appropriate for my 67% position. I am able to manage my workload effectively. 82% I would like to be more involved in the division through committees. 24% I willingly participate in division-sponsored events like Outreach Tulane, 71% orientation, or guest speakers. Tools to Do Job. A large majority of staff feel that they have the necessary training (84%), appropriate technology and tools (75%), and knowledge (85%) to do their job effectively. Seventyfour percent feel that the technology and tools available are up-to-date. Table 5. Percent of staff who strongly agree and agree with the following statements as it relates to Tools to Do the Job I have the appropriate technology and tools to effectively perform my job. 75% I know how to use the tools (equipment and technology) I have to do my work. 85% The technology and tools available to me are up-to-date. 74% I have the training necessary to do my job effectively. 84% Report of the Results of the Staff Profile Assessment Page 5 of 11

6 Overall Satisfaction. Staff are mostly satisfied with the leadership and direction of the Division of Student Affairs (74%) and feel that their jobs make good use of their skills and abilities (85%), allows them to take reasonable risks without worrying about failure (79%), that there is a sense of personal satisfaction from a job well done (96%) and has sufficient challenges (85%). Despite the high percentages of personal and professional satisfaction, 71% are satisfied with the recognition received for doing good work. Less than half feel satisfied with opportunities for career advancement (48%), and less than half feel adequately compensated for the work they do given experience and education levels (45%). Overall, 83% of staff are satisfied with their job with a large majority who like their current work and are proud to work at Tulane (93%). Table 6. Percent of staff who strongly agree and agree with the following statements as it relates to Overall Satisfaction. My job makes good use of my skills and abilities. 85% I am able to take reasonable risks on the job without worrying about failure. 79% I am proud to work at Tulane University. 93% I feel a sense of personal satisfaction when I do my job well. 96% I am satisfied with the recognition I receive for doing a good job. 71% I am sufficiently challenged by my job. 85% I sometimes feel overlooked and under-appreciated in my position. 35% I am satisfied with my involvement in decisions that affect my work. 72% I have someone at work to talk to when I have a work-related problem. 83% I feel that I have employment stability. 77% I would recommend my place of employment to others. 78% I am satisfied with my opportunities for career advancement. 48% I like the work I do in my current position. 93% I am adequately compensated for the work I do given my experience and level of 45% education. I am satisfied with the leadership and the direction of the division. 74% Overall, I am satisfied with my job. 83% Cross-tabulating the demographic data of 1) employee classification and 2) number of years working at Tulane, with 6 specific overall satisfaction questions was of further interest. Table 7 shows the percentages of Administrative/Clerical and Professional/Managerial staff, which constituted the top two classifications of respondents (90%). The data combines both strongly agree and agree responses to each statement. Table 8 illustrates the same, 6 overall satisfaction questions, but is based on the number of years respondents have worked at Tulane. These results include all employee classifications. For both classifications of Administrative/Clerical and Professional/Managerial staff, there is generally high satisfaction with the level of involvement in decisions that affect their work (82% and 72% respectively) as well as sufficient challenge in the job (82% and 86% respectively). Report of the Results of the Staff Profile Assessment Page 6 of 11

7 Sixty-five percent of Professional/Managerials believe that the Division of Student Affairs has a positive reputation while more Administrative/Clericals believe the reputation to be positive (73%). Less than half of the Administrative/Clericals feel satisfied (48%) with the recognition that they receive for doing a good job, while close to 70% of the Professional/Managerials feel satisfied with the recognition they receive. Only 42% of Professional/Managerials feel satisfied with their opportunities for career advancement, and only 39% feel adequately compensated for the work they do given experience and level of education. While Professional/Managerials seem dissatisfied in these categories, interestingly, over half of Administrative/Clericals feel satisfied with their opportunities for career advancement (55%) and feel adequately compensated for their work (64%). Table 7. Percent of Administrative/Clerical (A/C) and Professional/Managerial (P/M) staff who strongly agree and agree with the selected Overall Satisfaction statements. A/C P/M (Q20) I believe the division of student affairs has a positive reputation at the 73% 65% University. (Q44) I am satisfied with the recognition I receive for doing a good job. 48% 69% (Q45) I am sufficiently challenged by my job. 82% 86% (Q47) I am satisfied with my involvement in decisions that affect my work. 82% 72% (Q51) I am satisfied with my opportunities for career advancement. 55% 42% (Q59) I am adequately compensated for the work I do given my experience and level of education. 64% 39% In looking at years of service at Tulane and overall satisfaction, the assessed categories are less than 1 year; between 1 and 5 years; between 6 and 10 years; between 11 and 15 years; between 16 and 20 years; and more than 20 years of service. More than half of respondents who have worked at Tulane between 6 and 20 years believe that the Division of Student Affairs has a positive reputation. Employees in the 2 categories of working at Tulane less than 1 year, and between 1 and 5 years, responded higher ratings of a positive reputation (64% and 66% respectively) than those between 6 and 20 years, and 100 percent of staff who have worked 20 years or more believes that the division has a positive reputation across campus. All categories are generally satisfied with the recognition they receive (100% satisfaction from those working 16 to 20 years) as well as satisfied with their involvement in decisions that affect their work, but only 45% of staff that has worked at Tulane between 6 and 10 years are satisfied with the recognition they receive for doing a good job. On the other hand, given the same category of service between 6 and 10 years, 100% of them feel sufficiently challenged in their jobs even though they are not satisfied with the recognition they receive. In looking back at the staff who has worked at Tulane between 16 and 20 years, although they feel 100% satisfied about their recognition, only 50%of them feel challenged by their job. Report of the Results of the Staff Profile Assessment Page 7 of 11

8 The most satisfied groups of employees in terms of opportunities for career advancement are those that have worked at Tulane 16 to 20 years (100%) and 20 or more years (88%); the least satisfied with career advancement opportunities are those staff that have worked at Tulane 15 years or less, particularly with the group who have worked between 1 and 5 years (31%). The majority of staff, with the exception of those who have worked at Tulane between 11 and 15 years and 20 years or more, does not feel adequately compensated for the work they do given experience and educational level. Respondents between 16 and 20 years of service did not report any agreement with feeling adequately compensated. Table 8. Percent of staff, arranged by number of years employed at Tulane, who strongly agree and agree with the selected Overall Satisfaction statements. < < (Q20) I believe the division of student affairs has a 64% 66% 55% 57% 50% 100% positive reputation at the University. (Q44) I am satisfied with the recognition I receive for 77% 70% 45% 86% 100% 75% doing a good job. (Q45) I am sufficiently challenged by my job. 85% 85% 100% 86% 50% 75% (Q47) I am satisfied with my involvement in decisions 62% 69% 73% 86% 100% 63% that affect my work. (Q51) I am satisfied with my opportunities for career 54% 31% 46% 43% 100% 88% advancement. (Q59) I am adequately compensated for the work I do given my experience and level of education. 38% 36% 27% 86% 0% 75% Department and Division. Twelve questions total, from the Mission, Communication, and Overall Satisfaction categories asked respondents to discern statements between their department and division. Those questions were extracted from said categories and illustrated in Table 9 below. As a division, the information shows less than half of all staff respondents feel a sense of positive staff morale (42%), high level of collegiality (46%), and a sense of identity and community (48%) as compared to the high levels of connection, community, and identification they feel with their departments. Despite the low levels of connection and identification across the division, a large percentage of staff respondents have a clear understanding of the mission, roles, and expectations (83%), and how their job contributes to the division (83%). Table 9. Department and Division comparisons by percentage of staff that strongly agree and agree Dept. Division (Q13 & 14) I have a clear understanding of the mission, goals, and objectives 94% 83% of the... (Q15 & 16) I have a clear understanding of how my job contributes to the 93% 83% (Q22 & 23) I am satisfied with the amount of information I receive about what 75% 60% is going on in my (Q53 & 54) There is a sense of identity and community in my 87% 48% (Q55 & 56) There is positive staff morale in my 74% 42% (Q57 & 58) There is a high level of collegiality in my 83% 46% Report of the Results of the Staff Profile Assessment Page 8 of 11

9 Professional Development. The Likert-scale responses for questions in this category are very likely, somewhat likely, somewhat unlikely, and not at all likely. In the past 12 months, 65% of staff respondents attended professional development opportunities and 67% feel supported to attend such opportunities. After participating in professional development opportunities, 75% of staff makes certain to share what they learn with others in their department. In the past 3 years, 39% of staff respondents were active in presenting at a local, regional, or national conference, and 29% of staff serves in a local, regional, or national leadership role. Over half of the staff (57%) has mentors who are interested in them professionally. The following tables (10-12) illustrate the likelihood that staff would attend and participate in professional development opportunities depending on who coordinated/facilitated the opportunities, mode of delivery/training, and topic. Ninetyone percent of staff would attend if a National Organization presented a professional development experience, but closely following is regional or state-wide organizations (89%) and from colleagues within the department (89%). Although least likely in this category, but still high percentages, staff respondents would attend if presented by consultants from outside Tulane (83%) or if presented by colleagues from other departments on campus (83%). Ninety-seven percent of staff prefers informal discussions with colleagues as topics come up as a mode of delivery of professional development, and 92% preferred day or half-day workshops. Teleconferences or webinars were the least popular mode (70%). Table 12 illustrates that topics surrounding college student trends of today (83%), current issues in student affairs (84%) and customer service (76%) are the most preferred among staff. Table 13 shows the impediments of participating in professional development opportunities with over half of respondents (56%) claiming that location and timing is the largest obstacle. Table 10. Likelihood of attending professional development opportunities by presenting organizations or constituents National Organizations 91% Regional or state-wide organizations; 89% Colleagues in my department Consultants from outside the University; 83% Colleagues from other departments at the University Report of the Results of the Staff Profile Assessment Page 9 of 11

10 Table 11. Likelihood of participating in professional development opportunities by mode of delivery Regional or National Conference 88% Tele-Conferences or webinar/webcast 70% One-/Two-day retreat 77% Day or half-day workshops 92% Brown bag lunches 73% Individual training or consultation 88% Division-wide forums 83% Informal discussions with colleagues as topics come up 97% Table 12. Likelihood of attending professional development opportunities by topic Career/Job advancement 71% Multimedia skills (e.g., web-page development, streaming video) 68% Other database software programs 68% Personal financial management/planning 60% Sessions on finding and writing grants 56% Work-life balance 63% Social gatherings on campus 83% Social gatherings off campus 68% Current issues in student affairs 84% Understanding and working with parents 70% The college student of today 83% Customer service 76% Other topics (themes taken from written responses): 52% -Leadership development -Advising students -Strategic planning -Technology training -Issues and trends common to college students -Working smarter, efficiently, and successfully in committees Table 13. Largest obstacles to taking advantage of professional development opportunities Logistics location and timing 56% Unaware of opportunities 18% Topics not relevant 21% No funding 23% No release time 16% No incentives 7% Lack of support from supervisor 7% Do not see the benefits 5% None of the above 10% Other reasons (taken from written responses): 11% -Current work load is heavy -Time taken away from work -Need advanced notice for opportunities -Do not serve in a leadership role -Opportunities don t pertain to my field At the end of the survey, 10 interested staff members (16% of total respondents) indicated that they would be willing to lead sessions on a variety of topics for student organizations and departments at Tulane University. Report of the Results of the Staff Profile Assessment Page 10 of 11

11 Summary and Conclusions The results of the Staff Profile survey shows that staff are generally satisfied within the Division of Student Affairs overall. Staff seems confident, resourceful, and personally and professionally satisfied in their roles. More importantly, they feel a sense of worth, value, and contribution. While it is no surprise that high levels of staff morale, collegiality, and sense of identity and community are natural evolutions in departments, more division-wide camaraderie and community-building needs to be strengthened. Communication and information sharing is an area to further explore and improve. For better communication and increased productivity, the amount and timeliness of information that is shared must be clear, direct, and consistent with all key stakeholders. Given a division mostly comprised of new professionals to the field and to the university, (5 years or less), professional development is critical to their success. However, equally important is to look at experiences that would benefit staff that have had longer tenures at Tulane as well as shaping opportunities and identifying topics that are more applicable for the Administrative/Clerical staff, which made up the second largest classification on this survey. Adequate compensation needs to be looked at more critically, especially for new Professional/Managerial positions and those who have been here 10 years or less. In addition, opportunities for career advancement need to be further explored for new to mid-level (service 15 years and under at Tulane) Professional/Managerial positions in order to improve satisfaction. In terms of modes of professional development delivery, day/half day retreats and informal discussions with colleagues as topics arise are more preferred. Social gatherings on-campus are favorable than off-campus gatherings. The survey responses also reveals discussion around rethinking committee work, its formation, motivation of members, sustainability, efficiency, and purposes in order to improve productivity and management of stress and workloads. Lastly, more recognition for well accomplished work and outstanding performance should be a priority. December 14, 2006 Report of the Results of the Staff Profile Assessment Page 11 of 11

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