Employee Survey 2010 University of Limerick University Wide Report

Transcription

1 Employee Survey 2010 University of Limerick University Wide Report January 2011

2 Organisational contact information Address Capita Surveys and Research Spa House Hookstone Park HARROGATE HG2 7DB Tel: Website:

3 Contents Background... 4 PART A Employee Engagement and Organisation Climate... 5 PART B Areas of Strength... 8 PART C Areas for Improvement PART D Survey Results QUESTION BLOCK 1: Work Life Balance QUESTION BLOCK 2: Job Satisfaction QUESTION BLOCK 3: Cultures and Values QUESTION BLOCK 4: Management and Governance QUESTION BLOCK 5: Your Role QUESTION BLOCK 6: My Manager QUESTION BLOCK 7: Performance and Development Review System QUESTION BLOCK 8: Leadership QUESTION BLOCK 9: Physical Environment QUESTION BLOCK 10: Health & Safety QUESTION BLOCK 11: Your Work Experiences QUESTION BLOCK 12: Bullying and Harassment QUESTION BLOCK 13: Equality and Diversity QUESTION BLOCK 14: Communications QUESTION BLOCK 15: Employee Involvement QUESTION BLOCK 16: Learning and Development QUESTION BLOCK 17: Managing Change QUESTION BLOCK 18: Staff Comments QUESTION BLOCK 19: All About You Response Rates... 62

4 University of Limerick Employee Survey 2010 Background University of Limerick remains committed to improving the quality of working life of all employees. It aims to promote an organisational culture that values, motivates and supports staff, to ensure its continued success. The University invited all staff to participate in the staff survey, to understand employees views on their job and the University as a whole. The survey findings will be used to improve employees working conditions and experience. The survey was designed by Capita s Survey and Research Unit, in conjunction with the University, as an e-survey, with an option to complete the survey over the telephone. An early version of the questionnaire was piloted in October 2010 to gain feedback on its design and content. The survey was distributed in December with a closure date of 14 th January Capita s Survey and Research Unit processed and validated 689 completed survey questionnaires from University of Limerick employees; this gives a response rate of 60% based on the 1150 surveys sent out. Presentation of the Results This report presents a summary of the results for the whole organisation i.e. everyone who participated in the survey. Part A includes Key employee engagement and organisation climate indicators. Part B includes The most positive issues rated by staff and identified as organisation strengths. Part C includes The most negative issues rated by staff and identified as areas for improvement. Part D includes A presentation of the survey results in chart and narrative format in the same order as the questionnaire for ease of reference. Each section displays questions in appropriate groups in chart format with percentages. It should be noted the sum of the total responses throughout this report may not be exactly equal to 100% due to rounding. 4

5 PART A Key Employee Engagement and Organisation Climate Indicators The following tables compare some of the key results from the survey for the University in relation to the other Higher Education Institutions Capita supported to undertake a staff survey in The tables on the following pages show the key questions included in the survey that measure employee engagement, i.e. motivated and involved employees, who are supporters of the University of Limerick and organisation climate i.e. how things are in the work environment. Positive responses to these questions demonstrate high levels of employee job satisfaction, which leads to the University providing a good quality service to students and other service users. Making comparisons with other HEIs helps put the employee engagement results into context and highlight the University of Limerick s strengths and areas for improvement. However, the comparisons are not used on their own to decide the issues for improvement within the University. The negative perceptions from staff responding to the survey may not be the same as those identified by the HEI comparisons, but should also be considered as areas for improvement. The employee engagement and organisation climate tables The tables on the following pages show the agree percentages for the University of Limerick compared to the average 1 score for other HEIs. The information in the final column of the tables indicates whether the University score is statistically significantly different when compared to other HEIs. Statistical significance does not necessarily mean it is an important difference. What it does indicate is where a real difference exists between the University score and the average HEI score, and the difference is not just by chance related to some other factor such as the response rate, or the size of the organisation, etc. Statistically significant differences highlighted in red show a poorer score than the benchmark for other HEIs, whereas a difference highlighted in green shows a better score. 1 In this case the average is the median i.e. the middle value in the range of scores for the other HEIs. 5

6 Employee Engagement and Organisation Climate Table 1: (Questions where a high score is a good result) Question no. Question University of Limerick Agree % HEI Norm Agree % Statistically Significant Difference Q2.1 The University is a good place to work 93% 90% Yes Q2.4 My motivation at work is generally high 88% 80% Yes Q2.7 I feel part of the University 70% 78% Yes Q2.9 I feel valued by the University 52% 56% No Q2.11 I feel valued by service users 80% 87% Yes Q3.1 I feel the University delivers good quality service to service users 84% 88% Yes Q3.7 The values of the University are moving in a direction I support 71% 74% No Q3.8 I feel proud to work for the University 91% 89% No Q3.10 Would you recommend the University to a friend as a place to work? 80% 76% Yes Q4.1a The University's Governing Authority & Executive Team manage and lead the 71% 72% No University well (excludes Don t Know) Q5.2 I am satisfied with my current role and level of responsibility 73% 72% No Q6.9 My manager keeps me informed about things I should know about 73% 90% Yes Q9.1d I feel safe and secure in my working environment 94% 92% No Q10.1 Do you know how to report accidents and incidents at work? 65% 70% Yes Q11.3 I am satisfied with the support I get from my immediate manager 80% 86% Yes Q14.2e On the whole, communication in the University is effective 63% 63% No Q16.4 I am satisfied with my current level of learning and development 70% 76% Yes 6

7 Employee Engagement and Organisation Climate Table 2: (Questions where a low score is a good result) Question no. Question University of Limerick Agree % HEI Norm Agree % Statistically Significant Difference Q5.11 I find my current workload too much and I am struggling to cope 39% 33% Yes Q11.13 Overall I feel unduly stressed at work 21% 29% Yes Q12.1 Are you currently being harassed or bullied at work? 7% 5% No Q13.6 Have you felt discriminated against at work in the last 12 months? 10% 11% No Q17.11 More could be done to help staff prepare for and cope with change 67% 74% Yes 7

8 PART B Areas of Strength To identify the areas of strength within the University of Limerick, all the agree/disagree questions are ranked according to the values assigned to each question. Those questions generating the most positive values i.e. with a score or above are listed below. Satisfaction at work Most respondents said that they are interested in the University and it is not just a job, most also said they feel proud to work for the University. Most said they enjoy their work, their work is varied and interesting to them and they feel trusted to do their job. Most respondents said that the University is a good place to work, and their work offers them good job security and the opportunity to use their initiative and abilities. They also said that their work gives them a sense of personal achievement and their motivation at work is generally high. The majority of respondents feel inspired to work to the best of their ability every day. Most respondents said they have personally been involved in activities that make a positive difference to people at the University. Working environment Most respondents said they feel safe and secure in their working environment, have a comfortable and clean work space and have the right equipment to do their job. In addition, most respondents said that they have a place that they can go for rest breaks at work and the food and catering facilities for employees are good. Clarity of role and responsibility Most respondents have a clear understanding of their role at the University, what they are expected to achieve in their job and expected standards of behaviour and performance. In addition, respondents said they have clear, planned goals and objectives for their job, can decide, on their own, how to go about doing their work and are satisfied with their current role and level of responsibility. Equality and diversity Most respondents said the University respects equally people of different religions, nationality/ethnicity, ages, marital status, sexual orientation, family status, genders, members of the Travelling Community and people who are disabled and not disabled. 2 Values are assigned to each response i.e. Agree = 4; Tend to Agree = 3; Tend to Disagree = 2; Disagree = 1 (scores are reversed for negatively phrased questions). Values for each participant s response are added together to generate an overall question score. It is possible that 2 questions with the same aggregate percentage may have different question scores, so one may appear as an area of strength or improvement while the other does not. 8

9 Most respondents feel that the University acts fairly, regardless of gender, age, marital status, family status, disability, sexual orientation, religious belief; race, colour, nationality, ethnic or national origin; or membership of the Traveller Community with regards to recruitment. Most respondents believe that the University is committed to equality of opportunity for all of its employees. In addition, most are aware of the University s equality and diversity policy and are satisfied with their level of awareness of diversity issues and how to react appropriately with colleagues. Immediate managers/supervisors Most respondents said that their manager is supportive in a personal crisis, available when needed, respects and values them and has sufficient authority to make decisions. Furthermore, respondents said that their manager involves them in decisions that affect them in their own area of work. Most respondents said their manager ensures they have the skills to be able to do their job well, understands the technical aspects of their work and gives them recognition for work well done. In addition most respondents said their manager gives them help and support to enable them to achieve objectives and feel they can approach their manager to talk openly about flexible working. Working together Most respondents said they are satisfied with the support they receive from work colleagues and feel that people are willing to help each other, even if it means doing something outside their usual activities. Additionally, most respondents feel they belong to a team. Most respondents are satisfied with the support they receive from their immediate manager Quality of service Most respondents said that the University and their departments deliver good quality service to service users. Culture and values Most respondents said they are familiar with the goals and objectives of the University and are able to identify with its values. Most said they could explain to someone who didn t work there, what the University is trying to achieve. Information Most respondents said that the information they receive is straightforward and they understand it. Learning and development Most respondents said they are able to access learning and development opportunities (even if they don t take them up) that further improve their professional skills, personal development, practical/technical skills and their career. 9

10 Feeling valued Most respondents said they feel valued by service users as well as their work colleagues. Work autonomy and working hours Most respondents said they have enough freedom to do what is necessary to put service users first every time. Staff Involvement Most respondents said if they wanted to put forward new ideas or suggestions for improvement, they know how to do so, they feel there are adequate opportunities to raise points of concern and feel able to voice their opinions. 10

11 PART C Areas for Improvement To identify the areas of improvement within the University of Limerick all the agree/disagree questions are ranked according to the values assigned to each question. Those questions generating the most negative values i.e. with a score below are listed below. Workload and bureaucracy Many respondents feel that they have had to put in a lot of extra time in the last 12 months to meet the demands of their workload and feel too many approvals are needed for routine decisions. In addition, many respondents said they often worry about work outside their working hours. Change management Many respondents said that more could be done to help employees prepare for and cope with change. They also feel that recent changes have not been well communicated. Staff retention Many respondents do not feel the University is doing a good job of retaining its most talented people. Information Many respondents said the amount of information they receive makes it difficult for them to get on with their job. Learning and development Most respondents do not feel that their development needs are regularly reviewed. Communication and co-operation Many respondents said communication between senior management and employees is not effective. 3 Values are assigned to each response i.e. Agree = 4; Tend to Agree = 3; Tend to Disagree = 2; Disagree = 1 (scores are reversed for negatively phrased questions). Values for each participant s response are added together to generate an overall question score. It is possible that 2 questions with the same aggregate percentage may have different question scores, so one may appear as an area of strength or improvement while the other does not. 11

12 PART D Survey Results Part D of this report presents the responses in chart format, for each question in the survey in the same order they appeared in the questionnaire. The accompanying narratives detail the headlines/key points featuring the most positive and negative responses for each survey section where applicable. It should be noted that whilst a response may be negative in the context of the survey section, it may not emerge as a key issue for improvement when the strength of responses for all the survey results are considered. QUESTION BLOCK 1: Work Life Balance University of Limerick staff responded to questions relating to their work life balance. The full results for each question are shown in the chart below. Work Life Balance Headline Results The key perceptions in this question block were: 77% of respondents said they feel they can approach their manager to talk openly about flexible working; 71% said that the University provides good support to help them balance their work and personal commitments; 70% of respondents said they have a good work life balance. Chart 1: Work Life Balance Q1.1 The University provides good support to help me balance my work and personal commitments 31% 40% 21% 8% Q1.2 I can approach my manager to talk openly about flexible working 43% 34% 13% 10% Q1.3 I feel I have a good work life balance 32% 38% 21% 10% Agree Tend to Agree Tend to Disagree Disagree 12

13 QUESTION BLOCK 2: Job Satisfaction University of Limerick staff responded to questions relating to their job satisfaction. The full results for each question are shown on the following page. Job Satisfaction Headline Results The most positive perceptions from respondents in this question block were: 95% of respondents said generally they enjoy their work and they are interested in the University; to them it s not just a job (95%); 93% of respondents said that the University is a good place to work; 92% of respondents said their work is varied and interesting to them. The most negative perceptions from respondents in this question block were: 48% of respondents do not feel valued by the University; 30% said they do not feel part of the University; 27% do not feel they belong to a team. 13

14 Chart 2: Job Satisfaction Q2.1 The University is a good place to work 62% 31% 5% 2% Q2.2 Generally, I enjoy my work 66% 29% 5% 1% Q2.3 My work is varied and interesting to me 63% 29% 7% 1% Q2.4 My motivation at work is generally high 58% 30% 10% 3% Q2.5 My work gives me a sense of personal achievement 57% 31% 8% 3% Q2.6 I feel inspired to work to the best of my ability every day 43% 37% 16% 4% Q2.7 I feel part of the University 34% 36% 21% 9% Q2.8 I feel I belong to a team 38% 36% 18% 9% Q2.9 I feel valued by the University 16% 36% 30% 18% Q2.10 I feel valued by my colleagues 37% 45% 13% 6% Q2.11 I feel valued by service users 32% 48% 16% 4% Q2.12 I have been personally involved (directly or indirectly) in activities which make a positive difference to people at the University 45% 40% 11% 4% Q2.13 I feel the University offers me good job security 44% 31% 12% 13% Q2.14 I'm not interested in the University; to me it's just a job 1% 4% 22% 73% Agree Tend to Agree Tend to Disagree Disagree 14

15 QUESTION BLOCK 3: Culture and Values University of Limerick staff responded to questions relating to culture and values. The full results for each question are shown in the charts on the following pages. Culture and Values Headline Results The most positive perceptions from respondents in this question block were: 91% of respondents feel proud to work for the University; 90% feel that their Department delivers good quality service to service users; 84% feel that the University delivers good quality service to service users. The most negative perceptions from respondents in this question block were: 60% of respondents do not feel the University is doing a good job of retaining its most talented people and 44% do not feel that it is doing a good job of recruiting the right people for its future; 34% of respondents said the University culture does not enable them to express values that are important to them; 30% do not feel that the values of the University are moving in a direction that they support. 15

16 Chart 3: Culture and Values Q3.1 I feel the University delivers good quality service to service users 30% 54% 13% 3% Q3.2 I feel my Department delivers good quality service to our service users 48% 42% 8% 3% Q3.3 I am familiar with the goals and objectives of the University 43% 44% 11% 2% Q3.4 I am able to identify with the University's values 34% 47% 15% 3% Q3.5 I could explain to someone who didn't work here, what the University is trying to achieve 35% 46% 16% 4% Q3.6 The University culture is such that it enables to express values that are important to me 21% 45% 26% 8% Q3.7 The values of the University are moving in a direction that I support 25% 46% 22% 8% Q3.8 I feel proud to work for the University 54% 37% 6% 3% Agree Tend to Agree Tend to Disagree Disagree 16

17 Chart 4: I feel the University is doing a good job of Q3.9a recruiting the right people for its future 12% 44% 32% 12% Q3.9b retaining its most talented people 9% 31% 37% 23% Agree Tend to Agree Tend to Disagree Disagree Chart 5 Q3.10 Would you recommend the University to a friend as a place to work? 14% 6% 80% Yes No Don't Know 17

18 QUESTION BLOCK 4: Management and Governance University of Limerick staff responded to questions relating to management and governance. The full results for each question are shown in the chart below. Management and Governance Headline Results The key perceptions from respondents in this question block were: 48% of respondents said that the University s Governing Authority and Executive Team build strong, co-operative links with other organisations; 46% said that they set out a clear vision of where the University is heading. 33% of respondents said they do not feel the Governing Authority and Executive Team listen to and respond to the views of all employees. Chart 6 Q4.1 The University's Governing Authority & Executive Team Q4.1a Manage and lead the University well 39% 16% 44% Q4.1b Set out a clear vision of where the University is heading 46% 20% 34% Q4.1c Listen to and respond to the views of all employees 18% 33% 49% Q4.1d Are focused on meeting the needs of service users 41% 18% 42% Q4.1e Build strong, positive relationships with the community 41% 18% 41% Q4.1f Build strong, co operative links with other organisations 48% 10% 42% Yes No Don't Know 18

19 QUESTION BLOCK 5: Your Role University of Limerick staff responded to questions relating to their role. The full results for each question are shown in the charts on the following pages. Your Role Headline Results The most positive perceptions from respondents in this question block were: 93% of respondents said that they are trusted to do their job; 93% said they have a clear understanding about the expected standards of behaviour, performance (87%), their role within the University (90%) and what they are expected to achieve in their job (88%). 90% of respondents said their work offers them the opportunity to use their initiative and abilities (88%). The most negative perceptions from respondents in this question block were: 80% feel they have had to put in a lot of extra time in the last 12 months to meet the demands of their workload 73% said they often worry about work outside their working hours 61% feel too many approvals are needed for routine decisions Chart 7: I have a clear understanding about Q5.1a My role within the University 62% 28% 7% 2% Q5.1b What I am expected to achieve in my job 58% 30% 9% 3% Q5.1c Expected standards of performance 60% 27% 9% 4% Q5.1d Expected standards of behaviour 67% 26% 5% 2% Agree Tend to Agree Tend to Disagree Disagree 19

20 Chart 8: Roles and Responsibilities Q5.2 I am satisfied with my current role and level of responsibility 39% 34% 18% 9% Q5.3 I am trusted to do my job 70% 23% 4% 2% Q5.4 My work offers me opportunity to use my initiative 64% 26% 7% 3% Q5.5 My work offers me opportunity to use my abilities 61% 27% 8% 4% Q5.6 The division of responsibilities between employees in my work area works well 30% 33% 23% 14% Q5.7 I have enough freedom to do what is necessary to put service users first every time 40% 37% 16% 6% Q5.8 People are willing to help each other even if it means doing something outside their usual activities 36% 40% 16% 8% Agree Tend to Agree Tend to Disagree Disagree Chart 9: Workload and Bureaucracy Q5.9 I feel I have had to put in a lot of extra time in the last 12 months to meet the demands of my workload 55% 25% 14% 6% Q5.10 I often worry about work outside my working hours 47% 26% 17% 10% Q5.11 I find my current workload too much and I am struggling to cope 14% 25% 43% 18% Q5.12 I have adequate resources to complete my work 21% 42% 27% 11% Q5.13 I feel that too many approvals are needed for routine decisions 30% 31% 30% 10% Q5.14 I feel priorities are changed too frequently for me to work efficiently 12% 21% 49% 18% Agree Tend to Agree Tend to Disagree Disagree 20

21 QUESTION BLOCK 6: My Manager University of Limerick staff responded to questions relating to their manager. The full results for each question are shown in the chart on the following page. My Manager Headline Results The most positive perceptions from respondents in this question block were: 87% of respondents agreed their manager is available when needed and another 87% agreed their manager is supportive in a personal crisis; 84% of respondents said their manager respects and values them; 82% said that their manager ensures they have the skills to do their job well. The most negative perceptions from this question block were: 43% of respondents feel their manager does not deal with poor performance effectively; 35% of respondents said their manager does not provide them with feedback about their performance; 34% of respondents disagreed their manager helps to motivate them to give their best. 21

22 Chart 10: To what extent do you agree with the following? My Manager Q6.1 Ensures I have the skills to be able to do my job well 47% 35% 12% 7% Q6.2 Is available when needed 55% 32% 7% 6% Q6.3 Is supportive in a personal crisis 60% 27% 6% 7% Q6.4 Respects and values me 54% 30% 9% 7% Q6.5 Gives me recognition for work done well 48% 29% 13% 10% Q6.6 Provides me with feedback about my performance 35% 30% 23% 12% Q6.7 Provides me with help and support to enable me to achieve my objectives 40% 33% 15% 11% Q6.8 Helps to motivate me to give my best 33% 34% 22% 12% Q6.9 Keeps me informed about things I should know about 39% 34% 16% 12% Q6.10 Deals with poor performance effectively 24% 33% 26% 17% Q6.11 Involves me in decisions made that affect me in my own area of work 44% 30% 14% 12% Q6.12 Has sufficient authority to make decisions 52% 30% 12% 6% Q6.13 Understands the technical aspects of my work 42% 35% 13% 9% Agree Tend to Agree Tend to Disagree Disagree 22

23 QUESTION BLOCK 7: Performance and Development Review System (PDRs) University of Limerick staff responded to questions relating to the performance and development review system. The full results for each question are shown in the charts on the following pages. Performance and Development Review System - Headline Results The key perceptions from respondents in this question block were: Of the 96% respondents indicating they had been employed by the University for over a year, 35% of these respondents said they have had a PDR One to One Review in the last 12 months. Of these respondents, 73% said the review was useful to them and 86% agreed to clear objectives as part of their review. 42% said that the review did not leave them feeling that their work is valued by the University. 68% said they agreed a personal development plan (PDP) a part of their PDR. Chart 11: Q7.1 Have you been employed by the University for over a year? 4% 96% Yes No 23

24 Chart 12: Q7.2 Have you had a PDRs One to One Review in the last 12 months? [Based on respondents who said 'yes' to Q7.1] 35% 65% Yes No Chart 13: Performance and Development Review System (PDRs) [Based on respondents who said 'yes' to Q7.2] Q7.3 Was your PDRs One to One Review useful for you? 73% 27% Q7.4 Did you agree clear objectives as part of your review? 86% 14% Q7.5 Did the review leave you feeling your work is valued by the University? 58% 42% Q7.6 As part of your PDRs, did you agree a personal development plan (PDP)? 68% 32% Yes No 24

25 Chart 14: Learning and Development [Based on respondents who said 'yes' to Q7.6] Q7.7 Have you received the training, learning and development identified in the plan? 52% 17% 32% Q7.8 Has your manager supported you in accessing the training, learning and development 71% 5% 24% Yes No Too early to say 25

26 QUESTION BLOCK 8: Leadership University of Limerick staff responded to questions relating to leadership. The full results for each question are shown in the chart below. Leadership Headline Results The most positive perceptions from respondents in this question block were: 82% of respondents said that, in their opinion, their manager was doing either a good or adequate job in providing leadership; planning for the future (80%) and allocating resources effectively (80%). The most negative perceptions from respondents in this question block were: 23% of respondents said that, in their opinion, their manager is doing a poor job in relation to communicating with people; 18% said they their manager was doing a poor job of improving organisational efficiency. Chart 15: In your opinion, how good a job is your Manager doing in Q8.1 Providing leadership 55% 27% 16% 2% Q8.2 Planning for the future 53% 27% 15% 5% Q8.3 Improving organisational efficiency 45% 33% 18% 3% Q8.4 Allocating resources effectively 49% 31% 15% 5% Q8.5 Communicating with people 47% 30% 23% 1% Good Adequate Poor Don't Know 26

27 QUESTION BLOCK 9: Physical Environment University of Limerick staff responded to questions relating to their physical environment. The full results for each question are shown in the chart below. Physical Environment Headline Results The most positive perceptions from respondents in this question block were: 94% of respondents said they feel safe and secure in their working environment; have a clean work space (91%) and have the right equipment to do their job (90%). The most negative perceptions from respondents in this question block were: 23% of respondents said they do not have a comfortable work space; do not have a place that they can go for rest breaks at work (21%) and 18% do not feel that the food and catering facilities for employees are good. Chart 16 :Q9.1: To what extent do you agree with the following? a) I have a comfortable work space 56% 20% 13% 10% b) I have a clean work space 66% 25% 6% 2% c) I have the right equipment to do my job 63% 27% 7% 3% d) I feel safe and secure in my working environment 71% 23% 3% 3% e) Food and catering facilities for employees are good 53% 29% 11% 7% f) I have a place I can go for rest breaks at work 56% 23% 9% 12% Agree Tend to Agree Tend to Disagree Disagree 27

28 QUESTION BLOCK 10: Health & Safety University of Limerick staff responded to questions relating to health and safety. The full results for each question are shown in the charts on the following pages. Health & Safety Headline Results The most positive perceptions from respondents in this question block were: 88% of respondents are satisfied that employee health and safety is treated seriously at work; Based on the 12% of respondents who have used the University counselling service as part of the Employee Assistant Programme, 87% of those respondents said that they found it useful; 74% feel that the University is interested in their well being. The most negative perceptions from respondents in this question block were: 81% of respondents have not received any health and safety training in the last 12 months; 35% of respondents are either not sure or do not know how to report accidents and incidents at work. Chart 17: Q10.1 Do you know how to report accidents and incidents at work? 22% 13% 65% Yes No Not Sure 28

29 Chart 18: Health & Safety Q10.2a I am satisfied that employee health & safety is treated seriously at work 88% 12% Q10.2b I feel the University is interested in my well being 74% 26% Q10.2c Have you used the University provided counselling service available to you as part of the Employee Assistant Programme? 12% 88% Yes No Chart 19: Q10.2d If yes, did you find the service useful to you? [Based on respondents who said 'Yes' to Q10.2c] 13% 87% Yes No 29

30 Chart 20: Q10.2e If no, would you consider using the counselling service if you needed it? [Based on respondents who said 'No' to Q10.2c] 28% 72% Yes No Chart 21: Q10.2f Have you received any health and safety training in the last 12 months? 19% 81% Yes No 30

31 QUESTION BLOCK 11: Your Work Experiences University of Limerick staff responded to questions relating to their work experiences. The full results for each question are shown in the charts on the following pages. Your Work Experiences Headline Results The most positive perceptions from respondents in this question block were: 94% of respondents feel that they can decide on their own how to go about doing their work; are satisfied with the support that they get from their work colleagues (85%); and have clear, planned goals and objectives for their job (84%). The most negative perceptions from respondents in this question block were: 95% of respondents said they always, frequently or occasionally feel stressed at work, of which 21% said they feel unduly stressed at work. The most common reasons for work-related stress are work demands (74%) and workload (64%). 43% said they are required to do unimportant tasks which prevent them from completing more important ones, and 44% feel they do not have time to carry out all their work. Chart 22: Work Experiences Q11.1 I can decide on my own how to go about doing my work 62% 32% 4% 1% Q11.2 I have clear, planned goals and objectives for my job 48% 36% 12% 4% Q11.3 I am satisfied with the support I get from my immediate manager 48% 32% 12% 8% Q11.4 I am satisfied with the support I get from my work colleagues 43% 42% 10% 4% Q11.5 There are usually sufficient people in the team I am working in to handle our workload 27% 38% 23% 11% Q11.6 I am consulted about changes that affect my work area/team/department 32% 37% 18% 13% Agree Tend to Agree Tend to Disagree Disagree 31

32 Chart 23: Workload Q11.7 Relationships at work are strained 12% 21% 40% 28% Q11.8 I am unable to handle all the conflicting demands on my time at work 7% 20% 44% 29% Q11.9 I am required to do unimportant tasks which prevent me completing more important ones 16% 27% 33% 24% Q11.10 I do not have time to carry out all my work 15% 29% 35% 22% Q11.11 I am able to take regular breaks on most days 29% 36% 22% 13% Agree Tend to Agree Tend to Disagree Disagree Chart 24: Q11.12 I feel stressed at work 5% 4% 25% 66% Always Frequently Occasionally Never 32

33 Chart 25: Q11.13 Overall I feel unduly stressed at work [Based on respondents who said always, frequently or occasionally to Q % 79% Yes No Chart 26: Q Is this due to: [Based on respondents who said 'yes' to Q11.13] 26% 74% Work Home Both 33

34 Chart 27: If your stress is related to work or both, what do you feel this is due to? [Based on those respondents who said 'Work' or 'Both' to Q11.14] Lack of autonomy/independence 18% Too much autonomy/independence 7% Work demands 74% Lack of resources Insufficient Resources (other than employees) Unclear role Conflicting instructions Conflict with colleagues/team members 33% 34% 34% 31% 31% Conflict with managers Insufficient feedback Unconstructive feedback 22% 20% 19% Lack of support from manager Lack of support from colleagues 30% 28% Insufficient training/development Organisational change 22% 26% My workload 64% Other, please specify 16% NB. Responses do not sum to 100% since respondents were able to select multiple options. Q11.5 Respondents were asked to state any other sources of stress. Comments included the following: Workload/work demands (8 respondents) Senior staff undermining staff/modules/area of work (5 respondents) Too many management personnel/poor management (4 respondents) The amount of administration to be done by academics (3 respondents) Lack of recognition (3 respondents) Understaffed/overworked (3 respondents) Not working as a team/lack of leadership (2 respondents) No opportunity to use skills (2 respondents) Unclear roles/responsibilities/expectations (2 respondents) Not being paid according to duties undertaken Difficult relationship with a colleague (2 respondents) 34

35 Too much software introduced without consultation and at busy times/ no investment in systems/tools that could make a real difference (2 respondents) Changing rules/procedures without consultation and are poorly communicated (2 respondents) Changing requirements (2 respondents) Management expecting new and better services despite cut-backs (2 respondents) Questions/requests treated as hostile demands Poor administration and student support services Lack of communication Lack of support for research staff Changes in undergraduate entry routes/funding structures for students Focus on student experience rather than education The academic environment/ academics are not interested in developing student education/university Unqualified staff No flexible working Poor use of resources Inadequate parking provision for staff No route for progression. Staff not performing their work duties Higher level staff bullying low level staff and complaints not dealt with Top-down management restricting change/ideas/suggestions Chart 28: Q11.16 Have you reported feeling stressed? [Based on respondents who said 'Work' or 'Both' to Q11.14] 34% 66% Yes No 35

36 Chart 29: Q11.17 If not why was this? [Based on respondents who said 'no' to Q11.16 Nothing would happen 53% Unaware of procedures 26% Concerns about being labelled as a troublemaker 30% Concerns about confidentiality 34% Concerns about possible victimisation 22% Time required to report 7% Other, please specify 19% NB. Responses do not sum to 100% since respondents were able to select multiple options. Q11.17 Respondents were asked to state any other reasons for not reporting their stress. Comments including the following: Stress is part of the job/i can cope (11 respondents) Concern about appearing inadequate/excluded (3 respondents) Consider it a personal issue/feel it should be dealt with externally (3 respondents) A lot of colleagues feel the same way/collective action is needed/general resource issue (3 respondents) HR are indifferent Short term contract No time or opportunity 36

37 QUESTION BLOCK 12: Harassment and Bullying University of Limerick staff responded to questions relating to harassment and bullying. The full results for each question are shown in the charts on the following pages. Harassment and Bullying Headline Results The key perceptions from respondents in this question block were: 7% of respondents said they are currently being harassed or bullied at work; Based on these respondents (47 individuals), 96% said a colleague or a manager was the source; The most common forms of harassment or bullying were selective application of rules (60%); hostility (60%) and patronising language (53%); Chart 30: Q12.1 Are you currently being bullied or harassed at work? 7% 93% Yes No 37

38 Chart 31: Q12.2 If yes, who is the source? [Based on respondents who said 'yes' to Q12.1 Employees from other organisations, visitors etc. 2% 96% Colleague or Manager 0% 20% 40% 60% 80% 100% NB. Responses do not sum to 100% since respondents were able to select multiple options 38

39 Chart 32: Q12.3 What form does this harassment and bullying take? [Based on those respondents who said 'Yes' to Q12.1] Excessive criticism 40% Selective application of rules 60% Offensive behaviour 43% Threats about job security 28% Hostility 60% Setting unrealistic deadlines 15% Singled out for unfair treatment 40% Unwelcome looks or remarks Patronising language 51% 53% Inappropriate physical contact 2% Other, please specify 17% NB. Responses do not sum to 100% since respondents were able to select multiple options. Q.12.3 Respondents were asked to state any other forms of bullying or harassment. Comments included the following: Verbally abused by manager/colleague (2 respondents) Delegation of extra work outside of role duties (2 respondents) Being excluded Threatening behaviour from partner organisation Senior colleagues back-biting because of successful work Ill treatment from Department Head Isolated/ignored by manager Manager undermining work Poor communication skills/unresponsive to s/does not show appreciation 39

40 Chart 33: Q12.4 Have you reported this? [Based on those respondents who said 'Yes' to Q12.1] 37% 63% Yes No 40

41 Chart 34: Q12.5 If you have not reported being harassed or bullied, why is this? [Based on those respondents who said 'No' to Q12.4] Nothing would happen 55% Unaware of the Dignity & Respect Policy 0% Concerns about being labelled as a troublemaker 59% Concerns about confidentiality 31% Concerns about possible victimisation 62% Time required to report 7% Other, please specify 17% NB. Responses do not sum to 100% since respondents were able to select multiple options. Q12.5 Respondents were asked to state any other reasons for not reporting the harassment or bullying. Comments included the following: Concerned it will hinder permanent contract offer Do not let it affect me Don t see it as bullying; just bad management No time due to work pressures Because the source is powerful and my life would become intolerable. Looking for a job elsewhere instead Would be difficult to prove/ the university protects its academics and nothing would be done It could affect the relationship between the university and a partner organisation Tried to report it to my line manager and was threatened 41

42 QUESTION BLOCK 13: Equality and Diversity University of Limerick staff responded to questions relating to equality and diversity. The full results for each question are shown in the charts on the following pages. Equality and Diversity Headline Results The key perceptions from this question block were: 96% of respondents feel the University respects equally people of different religion, sexual orientation (96%), family status (95%), marital status (95%), nationality/ethnicity (93%) and people who are disabled and not disabled (93%). 85% of respondents feel that the University acts fairly, regardless of gender, age, marital status, family status, disability, sexual orientation, religious belief; race, colour, nationality, ethnic or national origin; or membership of the Traveller Community, with regard to recruitment (85%); and career progression/promotion (73%). 83% of respondents are satisfied with their level of awareness of diversity issues and how to react appropriately with colleagues; Within the past 12 months 10% of respondents have felt discriminated against at work; of these respondents, 76% have not reported the discrimination. Chart 35: Equality & Diversity Q13.1 I believe the University is committed to equality of opportunity for all of its employees 36% 39% 17% 8% Q13.2 I am aware of the University's Equality and Diversity Policy 50% 31% 10% 9% Q13.3 I am satisfied with my level of awareness of diversity issues and how to react appropriately with colleagues 46% 37% 12% 6% Agree Tend to Agree Tend to Disagree Disagree 42

43 Chart 36: I feel the University acts fairly, regardless of gender, age, marital status, family status, disability, sexual orientation, religious belief; race, colour, nationality, ethnic or national origin; or membership of the Traveller Community with respect to: a) Recruitment 47% 38% 10% 5% b) Career progression/promotion 33% 40% 18% 9% Agree Tend to Agree Tend to Disagree Disagree Chart 37: Q13.5 The University respects equally people a) of different genders 54% 30% 12% 4% b) of different nationality/ethnicity 58% 35% 5% 2% c) who are disabled and not disabled 56% 37% 5% 2% d) of different ages 54% 33% 10% 3% e) of different marital status 61% 34% 3% 2% f) of different family status 60% 35% 4% 2% g) of different sexual orientation 58% 38% 2% 1% h) of different religions 60% 36% 3% 1% i) who are members of the Traveller Community 48% 39% 9% 4% Agree Tend to Agree Tend to Disagree Disagree 43

44 Chart 38: Q13.6 Have you felt discriminated against at work in the last 12 months? 10% 90% Yes No Chart 39: Q13.7 If you have felt discriminated against at work in the last 12 months, was the person responsible: [Based on those respondents who said 'Yes' to Q13.6] a) More senior than you 84% b) At the same level as you 24% c) From outside the University e.g. the public 9% NB. Responses do not sum to 100% since respondents were able to select multiple options 44

45 Chart 40: Q13.8 In the past 12 months I have felt discriminated against at work because of my a) my role/level in the University 64% b) Physical appearance 3% c) Age 13% d) Gender 24% e) Part time working 16% f) Disability/special needs 0% g) Ethnicity 4% h) Membership of the Traveller Community i) Sexual orientation 0% 1% j) Marital/civil partnership status k) Caring responsibilities 6% 7% l) Religious beliefs 0% m) other, please specify 22% NB. Responses do not sum to 100% since respondents were able to select multiple options. Q13.8 Respondents were asked to state any other reasons for being discriminated against. These comments the following: Contract type (4 respondents) Qualifications/level within University (2 respondents) Discipline/Department (2 respondents) Previous work role/ professional experience/interests (2 respondents) Parenting status/pregnant (2 respondents) Approach/attitude to work Not favoured by Head of Department Career progression/success 45

46 Chart 41 Q13.9 Have you reported this? [Based on respondents who said 'yes' to Q % 76% Yes No Chart 42: Q13.10 If you did not report feeling discriminated against at work, why was this? [Based on those respondents who said 'no' to Q13.9] Unaware of procedures 10% Concerns about being labelled as a troublemaker 64% Concerns about possible victimisation 52% Time required to report 12% Other, please specify 20% NB. Responses do not sum to 100% since respondents were able to select multiple options. 46

47 Q13.10 Respondents were asked to state any other reasons for not reporting discrimination. Comments included the following: Not confident action would be taken (8 respondents) Resigned to it (2 respondents) Dealt with it personally Management not aware of HR procedure Don t want to be seen as a problem Concerned it will have an adverse affect if a permanent position becomes available Rather than reporting, granted redeployment to another area Could provide no evidence. Chart 43: Q13.11 If yes, were you satisfied with the outcome? [Based on repondents who said 'yes' to Q13.9] 19% 81% Completely Partly No 47

48 QUESTION BLOCK 14: Communications University of Limerick staff responded to questions relating to communications. The full results for each question are shown in the charts on the following pages. Communications Headline Results The most positive perceptions from respondents in this question block were: 95% of respondents identified as the most useful information source, followed by word of mouth (58%) and team meetings (49%). 86% of respondents said the information they receive is straightforward and they understand it; 77% of respondents said they receive information in a timely way The most negative perceptions from respondents in this question block were: 48% of respondents said communication between senior management and employees is not effective and 37% respondents said that, on the whole, communication in the University is not effective. 40% said they do not where to find information about important decisions made at the University 48

49 Chart 44: Q14.1 Which of the following information sources do you find useful to find out what is happening at your University? Team meetings Grapevine word of mouth Minutes of meetings Website Portal Press cuttings Notice boards University strategy Briefings by manager UL Links Other university newsletters Networking Committee structure/official meetings 1:1 Meeting with manager Other, please specify 2% 23% 17% 15% 9% 11% 21% 11% 25% 19% 30% 38% 43% 49% 58% 95% NB. Responses do not sum to 100% since respondents were able to select multiple options. Q14.1 Respondents were asked to state any other information sources they found useful to find out what was happening in the University. Comments included the following: Department and Faculty board meetings (4 respondents) Limerick Post newspaper/student newspaper/press cuttings (4 respondents) Coffee breaks/word of mouth (4 respondents) TV/social media/ (UL forum) (3 respondents) Unite trade union (2 respondents) 49

50 Chart 45: Q14.2 To what extent do you agree with the following? a) I receive information in a timely way 25% 52% 18% 6% b) The information I receive is straightforward and I understand it 33% 53% 11% 3% c) The amount of information I receive makes it difficult for me to get on with my job 11% 26% 45% 18% d) I know where to find information about important decisions made at the University 19% 41% 29% 11% e) On the whole, communication in the University is effective 14% 49% 26% 11% f) Communication between senior management and employees is effective 12% 40% 29% 19% Agree Tend to Agree Tend to Disagree Disagree 50

51 QUESTION BLOCK 15: Employee Involvement University of Limerick staff responded to questions relating to employee involvement. The full results for each question are shown in the charts on the following pages. Employee Involvement Headline Results The most positive perceptions from respondents in this question block were: 88% of respondents said if they wanted to forward new ideas or suggestions, they know how to do so; 81% of respondents feel they are able to voice their opinions and 76% feel there are adequate opportunities to raise points of concern. The most negative perceptions from respondents in this question block were: 35% of respondents do not feel that they will get feedback on their ideas or suggestions and are not confident that their ideas or suggestions will be listened to (35%) Chart 46: Employee Involvement Q15.1 I am involved in decisions made within my Department that affect me in my own area of work 38% 34% 18% 10% Q15.2 In my Department we consider the impact of our actions on other departments 31% 42% 19% 8% Q15.3 I feel able to influence changes in my area of work 31% 41% 20% 8% Q15.4 I feel there are adequate opportunities to raise points of concern 34% 42% 17% 7% Q15.5 I feel able to voice my opinions 40% 41% 12% 7% Q15.6 If I want to put forward new ideas or suggestions for improvement, I know how to do so 44% 44% 9% 4% Q15.7 I am personally encouraged to look for ways to improve the way we do things 35% 35% 21% 9% Q15.8 I am confident my ideas or suggestions will be listened to 31% 34% 24% 11% Q15.9 I am confident I will get feedback on my ideas or suggestions 30% 35% 25% 10% Agree Tend to Agree Tend to Disagree Disagree 51

52 Chart 47: I feel there is good co operation a) Between teams in my Department 32% 39% 20% 9% b) Between different departments 14% 36% 36% 14% Agree Tend to Agree Tend to Disagree Disagree 52