2011 Team Member Satisfaction Survey

Transcription

1 Partnerships in Community Living, Inc Team Member Satisfaction Survey Great Provider of Person Centered Services Great Place to Work Great Steward of Our Resources Great Community Partner Expanding the horizons and enhancing the quality of life of those we support.

2 2011 PCL Team Member Satisfaction Survey EXECUTIVE SUMMARY As 2011 has come to a close, PCL has weathered the storms of budget cuts and seen our team members rise above the challenges to continue providing outstanding supports that enhance the quality of life and expand the horizons of those we support. We have seen a significant increase this past year in the demand for supports for transitional youth and crisis placements. We are excited to be growing in this area and have been impressed by the willingness and ability of our staff to fill this need. Each year in August all team members have the opportunity to complete the Team Member Satisfaction Survey in order to increase our ability to achieve our Board Directives and continue to offer exemplary services to the people we support. I'm always struck at how PCL is at the fore-front of person centered care. I'm proud to be working for an agency that values this. PCL does a wonderful job of making the people we support be the guide for all of our decisions. I love the people I support and my co-workers. Respondents were asked questions in the following categories: Mission and Values Person Centered Services Great Place to Work My Supervisor Team Dynamics Employee Satisfaction Learning Opportunities Employee Engagement We are able to compare responses from 2010 and 2011 for the majority of topics. This year s survey was updated to include questions on employee engagement. Survey results are vital for analysis to ensure continued agency improvement and development. We look forward to the information received through this survey being utilized as a tool to assist with organizational development and improvement in the coming year. 2

3 METHODOLOGY 2011 PCL Team Member Satisfaction Survey PCL uses SurveyMonkey.com to gather survey responses. SurveyMonkey offers a web based survey that makes it easy for us to conduct, manage, and analyze research. Confidentiality is a priority in concern to the data gathered through the survey. No names are recorded, only what home or department an employee works for. This allows us to address individual issues that arise through the survey and is explained on the first page before collecting responses. The majority of responses to this year s survey were received during the annual PCL Learning Institute where attendees have an isolated opportunity to complete the survey. At the conclusion of the Learning Institute, responses were solicited through to all team members that were not able to attend. Responses collected have been averaged and graphed for the purpose of this report. For the past two years we have used a seven point scale for our data. A score of 1 is the lowest option meaning Completely Disagree and a 7 is the highest option meaning Completely Agree. A seven point scale offers a good balance between having enough points of discrimination without having too many response options. The comments listed are a sample of all comments received. PCL hopes to keep the current survey format stable for future years, streamlining questions and tightening user inputs as necessary. This will allow for quality comparisons of past survey results Respondent Detail: Percent of employees responding to survey: 26% Total number of survey responses: 184 Leadership Team Members: 33 Percentage of Leadership Responses: Non-Leadership Team Members: 151 Percentage of Non-Leadership Responses: 18% 82% 3

4 FINDINGS Mission and Values 2011 PCL Team Member Satisfaction Survey Person Centered Services Comments: I feel as though PCL sets the standard for other companies in similar fields. I agree that PCL is a great provider of person centered services, but sometimes the politics between non-leadership and immediate supervisors does interfere. The ELISP is revolutionary and person centered. PCL takes into consideration the dreams of each person and does their best to help make these dreams a possibility. 4

5 2011 PCL Team Member Satisfaction Survey Team Dynamics Comments: My teammates care about each other as well as the people we serve. We work well with each other. We discuss the things that need to be done. Constructive criticism is used effectively. The lack of consistency in Service Coordinators has effected team dynamics. Our communication is clear and respect is mutual. With so many staff changes it is hard to have a good team dynamic. My team has been successful in having debates about issues or changes. We are able to talk it out until a decision has been made, then come to a mutual agreement that everyone supports. We met and we are working on our team. It is getting better. I think I have a fabulous team! We have pulled together and really helped each other out during any issues. My Supervisor 5

6 My Supervisor Continued PCL Team Member Satisfaction Survey Comments: My supervisor is great! She is always on top of things! My supervisor is a great person. She works hard and I can tell her about any problem I am having. My boss does not like confrontation and avoids it when it happens. My supervisor does a great job of staying on top of things. She is encouraging and positive. My supervisor is a hard worker, but a lot of the time I feel that she picks favorites and doesn t treat us all the same. My supervisor is fair and understanding. She is always willing to make time when I need to speak with her. My supervisor is fair, kind, respectful, and generous with the people we support and the staff. My supervisor comes across as a drill sergeant and this makes people nervous. My supervisor allows us free reign for good ideas. 6

7 2011 PCL Team Member Satisfaction Survey Employee Satisfaction and Engagement 7

8 2011 PCL Team Member Satisfaction Survey Employee Satisfaction and Engagement Continued... Comments: I love making a difference in people s lives. PCL is a great place to work! Doing new things with the people we support and being able to do things myself have led to a lot of new friends that none of us had before. Getting to see things through the eyes of the people we support and watching them grow makes it all worth it. Bare bones staffing makes me feel frustrated and unable to get the people we support out like we used to be able to do. I took this job because I was in need of employment. I have been here for over one year because I have learned to love the work I do. It enhances the quality of my life. I really like my job. I like having the opportunity to learn and grow. If I had a supervisor that supported me I would like my job more. Helping people live better lives is a true feeling of satisfaction. I tell people all the time that I have the greatest job ever. I am lucky to be able to do something I am good at and that I enjoy. Shifts feel very pressured and just getting by feels like the most we can hope for at current staffing levels. I have learned a lot about myself and my abilities working in this field. It is rewarding to have the opportunity and trust to help make dreams come true. I am proud to recommend PCL as an employer to friends and family that need a fulfilling job. I have never seen an organization with such thought out and organized processes and systems. It is a beautiful thing. However, as a company we don t always utilize those policies and systems and this causes tension and unneeded stress. I like the opportunity for advanced training. We have so much fun at work that it doesn t even feel like work! I feel as if I do not know what goes on with the rest of the company. My only regret is that I didn t know about PCL years ago! I can not think of any other place I would rather be. 8

9 Learning Opportunities 2011 PCL Team Member Satisfaction Survey Conclusion The following statements show that PCL is doing very well, with a higher than average score of 6.5 out of 7, in the following areas: I believe in the principles of PCL s mission statement and values. (pg. 5) I have a desire to improve my work. (pg. 9) I believe in the organization. (pg. 9) 9

10 2011 PCL Team Member Satisfaction Survey Conclusion Continued Of the 32 comparable statements 10 of them scored higher in 2011 than A total average of all scores of 5.82 out of 7 show that PCL s employees have a high level of satisfaction. Greatest Area of Growth The area with the greatest total amount of growth with an increase of an average of.05 points higher than 2010 is Learning Opportunities. Greatest Opportunity for Improvement The area with the greatest total opportunity for improvement with a decrease of an average of.34 points lower than 2010 is My Supervisor. One area of concern is the 2011 survey results scoring slightly lower than last year in two-thirds of the compared statements. We believe this to be a result of budget cuts, staff reductions, and the learning curve related to the increase in supports for transitional youth and crisis placements. For the area of My Supervisor a clarification of roles and duties can bring to light where there are differences in expectations as well as duplicate work. Identifying areas of duplicate work and eliminating or adjusting them will allow for the time needed to participate in a focused effort of employee satisfaction and engagement with supervisors. Recommendations A comparison of the 100 Best Non-Profits to Work For survey results and the results of the Team Member Satisfaction Survey will be used to evaluate if there is a trend in the area of satisfaction with supervisors. Clarifying and prioritizing roles and duties will be begin with the Residential Senior Management Team immediately. This process will also identify items where duplicate work is being done and the team will work with support departments as needed for the items identified to eliminate the time spent on duplicate work. Although there is no evidence of a significant problem currently, should a trend of lower scoring present itself in the area of My Supervisor a 360 feedback leadership appraisal process will determine the effectiveness of supervisors. The time requirement for each employee is no more than 10 minutes which makes it a financially feasible process. The benefits would include identifying competent Managers as well as motivating Managers to become responsive to their employees and take in the information to aid in areas of needed growth. 10