2016 Employee Engagement Survey. Sioux City Community Schools Jan. 25 Feb. 10, 2016

Transcription

1 2016 Employee Engagement Survey Sioux City Community Schools Jan. 25 Feb. 10, 2016

2 Overview Engagement is the sense of connection that individuals have with their profession in general and with their current jobs in particular. Several factors at individual school sites impact employees level of engagement, including aspects of the working environment, such as relationships with school administration, colleagues, students, and parents; the physical work conditions; feeling of personal safety; policy considerations and implementation; support for personal development and growth; preparation; perceptions of personal relevance; and satisfaction. This study was conducted to accomplish two goals: Measure the level of engagement among employees Identify areas where engagement can be improved With this information, we hope to improve conditions so that all employees at Sioux City Community Schools are fully engaged in their profession. Fully engaged employees are key to helping all students achieve their full potential. Because more engaged individuals likely completed the survey, this data may overestimate engagement among employees district-wide. 2

3 Details of the Study K12 Insight ed individual invitations with survey links to all Sioux City Community Schools employees with a district address. The survey was open from Jan. 25 Feb. 10. Participants learned about the survey via an from the superintendent. Reminders were ed to nonparticipants on Feb. 1 and 8. Results do not reflect random sampling; therefore, they should not be generalized to all employees. Rather, results reflect only the perceptions and opinions of survey participants. Findings for each item in the report exclude participants who did not answer. In charts and graphs, data labels less than 5 percent are not shown. 3

4 Participation Responding Group Number of Invitations Delivered (NMax) Number of Responses (N) Response Rate Staff Members 1, % 4

5 Engagement Scale Items I am proud to work for Sioux City Community Schools. (N=553) 90% 8% Employment with Sioux City Community Schools gives me feeling of accomplishment. (N=554) 85% 11% I am engaged in my work. (N=551) 97% I am motivated to contribute more than what is expected of me. (N=554) 88% 8% 6% 5

6 Engagement Scale Items (Continued) I see professional growth and long-term career opportunities with Sioux City Community Schools. (N=555) 74% 17% 8% I would feel comfortable referring a good friend to work for Sioux City Community Schools. (N=554) 82% 12% 6% I enjoy working with my principal or direct supervisor. (N=552) 79% 11% 10% I am optimistic about the future of Sioux City Community Schools. (N=553) 72% 18% 10% 6

7 Overall Level of Engagement 37 percent of employees are highly engaged. (N=555) 37% 52% 11% Highly Engaged Engaged Less Engaged 7

8 Shared Values I am familiar with the mission and vision of Sioux City Community Schools. (N=555) 93% 6% I know how I can support Sioux City Community Schools' mission and vision. (N=555) 90% 9% District leaders encourage employees to share ideas to improve performance. (N=554) 53% 27% 20% I feel comfortable sharing ideas and opinions with my principal or direct supervisor. (N=555) 72% 14% 15% 8

9 Leadership District leaders' actions are consistent with their words. (N=552) 40% 32% 28% District leaders understand my professional needs. (N=552) 36% 30% 34% My principal or direct supervisor is an effective leader. (N=548) 72% 14% 14% 9

10 Leadership (Continued) The actions of my principal or direct supervisor are consistent with his or her words. (N=550) 67% 17% 15% I can count on the support of my principal or direct supervisor when addressing problems or issues. (N=553) 70% 15% 15% I trust my principal or direct supervisor to make good decisions. (N=554) 73% 16% 11% My principal or direct supervisor trusts me to make good decisions. (N=553) 81% 12% 7% 10

11 Communication District leaders clearly explain the reasons behind decisions on key issues. (N=554) 36% 29% 35% My principal or direct supervisor clearly communicates his or her expectations of my job performance. (N=553) 75% 13% 12% My principal or direct supervisor effectively communicates important issues that affect me. (N=551) 67% 16% 18% I can influence decisions at my school or department. (N=554) 54% 28% 18% 11

12 Feedback and Recognition Sioux City Community Schools recognizes employees for their highquality work and accomplishments. (N=552) 44% 31% 25% My principal or direct supervisor regularly gives me constructive feedback on my performance. (N=551) 62% 21% 17% Staff members are recognized for good performance at my work site. (N=552) 57% 25% 18% I feel appreciated for my work. (N=551) 59% 22% 18% 12

13 Work Environment I have sufficient independence in my work. (N=550) 86% 8% 6% My principal or direct supervisor encourages collaboration within and across teams in my school department. (N=551) 81% 13% 6% My principal or direct supervisor implements policies fairly in my school or department. (N=554) 71% 18% 11% I work in atmosphere where there is mutual respect among staff. (N=553) 68% 16% 16% The district positively contributes to staff morale. (N=552) 38% 34% 28% 13

14 Career Growth and Training Opportunities The district encourages continued education and professional growth. (N=553) 76% 18% 6% The district's training helps me to be effective in my job. (N=551) 56% 28% 16% The district office provides professional development that supports district initiatives. (N=547) 62% 27% 11% My principal or direct supervisor identifies opportunities for my professional growth. (N=551) 54% 30% 16% There are leadership opportunities for me in my school or department. (N=552) 59% 25% 16% 14

15 Employee Engagement and Satisfaction How can Sioux City Community Schools improve and sustain employee engagement and satisfaction? (N=252) Some staff members wrote they think the district is doing a good job. Some staff members wrote they enjoy working with their colleagues. Some staff members wrote they are happy to be working for Sioux City Community Schools. Some staff members wrote they are satisfied with their jobs. 15

16 Employee Engagement and Satisfaction How can Sioux City Community Schools improve and sustain employee engagement and satisfaction? (N=252) Some staff members wrote that they want better professional development opportunities. Some staff members wrote that they want better communication from both their school and district leaders. Some staff members wrote that school and district leaders should seek and incorporate their input when making decisions. Some staff members wrote that they would like to receive positive recognition for their accomplishments. Some staff members wrote that the class sizes are too large. 16

17 Employee Trends Comparisons I am proud to work for Sioux City Community Schools. I would feel comfortable referring a good friend to work for Sioux City Community Schools. I can count on the support of my principal or direct supervisor when addressing problems or issues. My principal or direct supervisor clearly communicates his or her expectations of my job performance. My principal or direct supervisor effectively communicates important issues that affect me. I can influence decisions at my school or department. I feel appreciated for my work. 53% 54% 59% 59% 89% 90% 78% 83% 71% 69% 74% 75% 69% 67% (N=871) (N=553) This graph compares the results of the administration of the Employee Engagement Survey to the results from the current year for comparable items. The wording of the questions was not exactly the same from the version to the current version, but the meaning of these questions is the same. The wording is used in this graph.

18 Staff Safety I feel safe working in the Sioux City Community Schools. (N=554) 81% 9% 10% 18

19 Defining a Well-Educated Student A well-educated student will be prepared to compete in a global society with content knowledge focused on the Iowa Core Curriculum (Common Core and 21st Century Skills), and strive for growth that exceeds proficiency on state assessments. (N=547) 77% 17% 6% demonstrate critical thinking and problem solving. (N=546) 90% 7% demonstrate comprehensive communication skills with and without the use of current technology, including reading, writing, speaking, and listening. (N=548) 90% 7% be self-sufficient and autonomous lifelong learners and citizens. (N=548) 89% 8% 19

20 Key Insights 89 percent of employees who took the survey were engaged, with 37 percent being highly engaged. 90 percent of employees stated they were proud to work for the District. 74 percent of employees see professional growth and long-term career opportunities with the District. The District must strive to recognize employees for their contributions and accomplishments. This may help the District positively contribute to staff morale. The District must strive to increase communications with staff regarding various aspects of the District. As a part of the communication, the District must seek and incorporate employee feedback. 20