2012 Faculty & Staff Engagement & Climate Survey. University-Level Results

Transcription

1 2012 Faculty & Staff Engagement & Climate Survey University-Level Results

2 Survey Administration & Response Rates 2012 administration and results provided by Avatar HR Solutions, a national employee-survey consulting firm. Engagement and climate surveys combined in response to faculty/staff feedback response 55% (Staff 61%, Faculty 40%) 2009 response 54% 2

3 Engagement Survey Norms Norms Presented and Available in Online Reports: Peer Schools Norm (Peer Norm): Rate for 18 institutions in education client database selected by RIT as peers, represented as average of % favorable scores. Peer Schools Best-in-Class Norm (Peer BIC Norm): Rate for top 10 % of peer institutions, represented as average of percent favorable scores. Norms Not Presented But Available in Online Reports: National Norm (Nat l Norm): Rate for all organizations in client database (550,000+ employees and 260 organizations) represented as percent favorable scores. National Best-in-Class Norm (Nat l BIC Norm): Rate for top 10 percent of all organizations in client database represented as average of % favorable scores. Education Norm (Edu Norm): Rate for all institutions in education client database (130,000+ employees in 44 institutions) represented as average of % favorable scores. Education Best-in-Class Norm (Edu BIC Norm): Rate for top 10 percent of institutions in education client database represented as average of % favorable scores. 3

4 Near Peer Schools Case Western University Cornell School of Hospitality Administration Drury University Harvard University Loyola University Ohio State University Purdue University Stanford University Temple University University of Alabama Birmingham University of California Davis University of Miami University of Michigan University of Pennsylvania University of Pittsburgh Valparaiso University Wake Forest University West Virginia University 4

5 Quantitative Results Overall Satisfaction All in all, I am satisfied with my job Recognition/Career Advancement Dimension Supervision/Management Dimension Co-Worker Performance/Cooperation Dimension Organizational Effectiveness Dimension Climate Dimension Comparisons to benchmark rates from normative data provided when available. 5

6 University-Level Engagement Results 6

7 Overall Satisfaction Rate RIT Score Peer Norm Peer BIC Norm 7

8 Recognition/Career Advancement RIT Rate Peer Norm Peer BIC Norm 8

9 Supervision/Management RIT Rate Peer Norm Peer BIC Norm 9

10 Co-Worker Performance & Satisfaction RIT Rate Peer Norm Peer BIC Norm 10

11 Organizational Effectiveness RIT Rate Peer Norm Peer BIC Norm 11

12 Most Favorable Survey Items (1 ) Survey Item Dimension RIT % Favor Benchmark Norm % Favor My co-workers are friendly and helpful. Co-Worker Perf/Satisfaction I know what is expected of me in my job. Employees of my college/division show an attitude of genuinely caring about students/customers RIT provides me the opportunity to improve my professional knowledge and job skills. Organizational Effectiveness Co-Worker Perf/Satisfaction Recognition/Career Advancement My supervisor treats all employees equally, regardless of race, gender, age, religion, or sexual orientation. Climate

13 Most Favorable Survey Items (2 ) Survey Item Senior management at RIT is committed to, and supports, diversity. Dimension RIT % Favor Benchmark Norm % Favor Climate My coworkers treat all employees equally, regardless of race, gender, age, religion, or sexual orientation. Climate Racial, ethnic, and gender-based jokes are not tolerated at RIT. Climate RIT has been effective in promoting diversity here. Climate The cultural values, beliefs, and customs of different groups are understood and respected at RIT. Climate

14 Most Unfavorable Survey Items (1 ) Survey Item Dimension RIT % Favor Benchmark Norm % Favor I have not thought of resigning in the last six months. Organizational Effectiveness 61* 54 Employees here receive recognition for a job well done. Recognition/Career Advancement 55 n/a Senior management of my division/college is concerned about employees. Supervision/Management 56 n/a Senior management of the university is concerned about employees. Supervision/Management My supervisor regularly gives me feedback on performance. Supervision/Management * Percent of employees who did not have thoughts of resigning 14

15 Most Unfavorable Survey Items (2) Survey Item Dimension RIT % Favor Benchmark Norm % Favor I have an opportunity to participate in decisions made by my supervisor that affect my work environment. Supervision/Management My supervisor encourages my career growth. Recognition/Career Advancement 68 n/a The leadership of my department is concerned about employees. Supervision/Management 70 n/a My supervisor lets my colleagues and me know when we ve done a good job. Supervision/Management I have the opportunity to share my ideas, they are heard, evaluated and considered, even if they are not implemented. Supervision/Management 72 n/a 15

16 Employee Engagement Comparison of Actively Engaged & Actively Disengaged 27% 25% Actively Engaged Actively Disengaged 28% 31% 16% 16% 13% 12% Engagement Level 2009 Nat'l Norm 2009 Engagement Level 2012 Nat'l Norm

17 Engagement Observations Maintained high level of overall satisfaction during a time of transformational change. Maintained high level of positive peer relationships and strong student focus among faculty and staff. Improved over 2009 in the four major engagement dimensions. Several data results and areas of analysis identify supervision and management as an area of opportunity for continued improvement. 17

18 University-Level Climate Results 18

19 Climate Questions 17 Items Selected from Avatar HR Solutions Database RIT Core Values (1A. Integrity and Ethics, 1B. Respect, Diversity, and Pluralism, and 1C. Teamwork and Collaboration) Inclusive Excellence Framework Dimensions 2.2 Campus Climate and Intergroup Relations and 2.4 Institutional Infrastructure Climate Item Results Most compare to Avatar HR Solutions National Norms Database of 550,000 employees and 260 organizations Serve as a baseline for future comparisons 19 Question 1A. 1B. 1C X X 21. X X 22. X X 23. X X 24. X X X 25. X X X 26. X X X 27. X X X 28. X X 29. X X X 30. X X X X 31. X X X X 32. X X X X 33. X X 34. X X 35. X X 36. X X OPEN X X OPEN X X

20 Climate Questions Two open-ended Climate Questions Please tell us what you think RIT currently does well to create and promote a supportive and diverse campus climate. Please tell us what you think RIT could do differently to improve campus climate. Results reported as summary of frequently- stated themes Numerous employees (25% and above) feel there is a high level of support for diversity including the following: dedicated diversity office, cultural functions, employee events, and an interfaith center. Many employees (10-25%) stated that the focus on diversity can be improved by the following: placing a stronger value on diversity programs, improving the promotion of programs, focusing on other areas of diversity besides race, including but not limited to ageism, religion, economic diversity and the deaf community. 20

21 Climate Questions % Favorable Represents the Strongly Agree/Agree responses to each item A. 9 of 14 (67%) met National Norm Six of RIT s ten Most Favorable Survey Items were within the Climate Dimension B. 5 of 14 (36%) did not meet National Norm C. 3 Climate Items as well as the Overall Dimension Score lack National Norm 21

22 Climate Survey Item Results: University-Level & Staff Climate Items RIT 2012 Survey Percent Favorable National Norm Percent Favorable Staff (Exempt) Staff (Non Exempt) Climate 70% 20. RIT has been effective in promoting diversity here. 75% 72% 75% 82% 21. Senior management at RIT is committed to, and supports, diversity. 22. Employees at RIT are committed to, and support, diversity. 23. The cultural values, beliefs, and customs of different groups are understood and respected at RIT. 78% 67% 79% 80% 71% 68% 73% 74% 74% 58% 76% 77% 24. Diverse employees (differences in race, gender, age, religion, sexual orientation, etc.,) are treated fairly at RIT. 25. Senior management treats all employees with respect, regardless of gender, race, age, religion, or sexual orientation. 26. Employees here treat each other with respect, regardless of gender, race, age, religion, or sexual orientation. 27. Racial, ethnic, and gender-based jokes are not tolerated at RIT. 72% 73% 73% 74% 70% N/A 75% 68% 74% 81% 77% 72% 77% 72% 79% 80% 22

23 Climate Survey Item Results: University-Level & Staff Climate Items RIT 2012 Survey Percent Favorable National Norm Percent Favorable Staff (Exempt) Staff (Non Exempt) 28. RIT is effective in resolving problems associated with diversity differences. 29. My supervisor is effective in resolving problems associated with diversity differences. 48% 31% 47% 53% 51% N/A 51% 53% 30. Senior management treats all employees equally, regardless of race, gender, age, religion, or sexual orientation. 63% 75% 66% 63% 31. My supervisor treats all employees equally, regardless of race, gender, age, religion, or sexual orientation. 79% 82% 83% 79% 32. My coworkers treat all employees equally, regardless of race, gender, age, religion, or sexual orientation. 78% 88% 82% 77% 33. Employees of different genders are valued equally by RIT. (See Climate Survey Items Dis-aggregated by Gender) 34. Employees of different sexual orientations are valued equally by RIT. 69% 56% 71% 72% 70% 48% 73% 73% 35. Employees of different races are valued equally by RIT. 73% 65% 75% 76% 36. Employees of different religions are valued equally by RIT. 72% N/A 74% 75% 23

24 Climate Survey Item Results: University Level & Faculty Climate Items RIT 2012 Survey Percent Favorable National Norm Percent Favorable Tenure On-Tenure Track Non Tenure - Track Climate 70% 20. RIT has been effective in promoting diversity here. 21. Senior management at RIT is committed to, and supports, diversity. 22. Employees at RIT are committed to, and support, diversity. 23. The cultural values, beliefs, and customs of different groups are understood and respected at RIT. 24. Diverse employees (differences in race, gender, age, religion, sexual orientation, etc.,) are treated fairly at RIT. 25. Senior management treats all employees with respect, regardless of gender, race, age, religion, or sexual orientation. 26. Employees here treat each other with respect, regardless of gender, race, age, religion, or sexual orientation. 27. Racial, ethnic, and gender-based jokes are not tolerated at RIT. 75% 72% 64% 63% 68% 78% 67% 73% 67% 76% 71% 68% 63% 60% 70% 74% 58% 62% 69% 66% 72% 73% 67% 66% 68% 70% N/A 62% 68% 66% 74% 81% 69% 67% 73% 77% 72% 72% 66% 67% 24

25 Climate Survey Item Results: University Level & Faculty Climate Items RIT 2012 Survey Percent Favorable National Norm Percent Favorable Tenure On Tenure Track Non-Tenure Track 28. RIT is effective in resolving problems associated with diversity differences. 29. My supervisor is effective in resolving problems associated with diversity differences. 30. Senior management treats all employees equally, regardless of race, gender, age, religion, or sexual orientation. 31. My supervisor treats all employees equally, regardless of race, gender, age, religion, or sexual orientation. 48% 31% 40% 36% 46% 51% N/A 47% 40% 50% 63% 75% 53% 60% 61% 79% 82% 74% 75% 74% 32. My coworkers treat all employees equally, regardless of race, gender, age, religion, or sexual orientation. 33. Employees of different genders are valued equally by RIT. (See Climate Survey Items Dis-aggregated by Gender) 34. Employees of different sexual orientations are valued equally by RIT. 78% 88% 74% 69% 73% 69% 56% 61% 58% 67% 70% 48% 60% 64% 61% 35. Employees of different races are valued equally by RIT. 73% 65% 64% 68% 67% 36. Employees of different religions are valued equally by RIT. 72% N/A 60% 64% 71% 25

26 Climate Survey Items Dis-aggregated by Ethnicity Climate Items RIT 2012 Survey Percent Favorable National Norm Percent Favorable White Black African American Hispanic or Latino Native American Overall Climate Dimension 70% N/A 72% 58% 64% 52% 25. Senior management treats all employees with respect, regardless of gender, race, age, religion, or sexual orientation. 26. Employees here treat each other with respect regardless of race, gender, age, religion or sexual orientation. 30. Senior management treats all employees equally, regardless of race, gender, age, religion, or sexual orientation. 70% N/A 71% 74% 81% 76% 56% (-15%**) 55% (-21%**) 71% 67% 63% 67% 63% 75% 64% 55% 58% 44% 32. My coworkers treat all employees equally, regardless of race, gender, age, religion, or sexual orientation. 78% 88% 79% 70% (-10%**) 73% 78% 35. Employees of different races are valued equally by RIT. 73% 65% 76% 51% (-25%**) 66% 67% The Compared to Rest Score (- X%) represents how the % of favorable responses for the selected demographic group compares to the % of favorable responses for the rest of the organization. A negative score (-) in front of the Compared to Rest score indicates that the group scored lower than the rest of the respondents in the organization. A double * asterisk indicates a highest degree of statistical significance, 99% confidence - Nearly impossible that the score occurred by chance. 26

27 Climate Survey Items Dis-aggregated by Gender Climate Items RIT 2012 Survey Percent Favorable National Norm Percent Favorable Male Female 24. Diverse employees (differences in race, gender, age, religion, sexual orientation, etc..) are treated RIT 72% 73% 76% 69% (-6%**) 30. Senior management treats all employees equally, regardless of race, gender, age, religion, or sexual orientation. 63% 75% 65% 61% (-5%**) 33. Employees of different genders are valued equally by RIT. 69% 56% 76% 64% (-13%**) 34. Employees of different sexual orientations are valued equally by RIT. 70% 48% 72% 69% 27

28 Inclusive Excellence Opportunities Survey Item RIT 2012 Percent Favorable National Norm Percent Favorable Question #26: Employees here treat each other with respect regardless of race, gender, age, religion or sexual orientation. 74 (-7%) 81 Question #30: Senior management treats all employees equally, regardless of race, gender, age, religion, or sexual orientation. 63% (-12%) 75% Question #32: My co-workers treat all employees equally regardless of race, gender, age, religion or sexual orientation. 78 (-10%) 88 28

29 Observations & Recommendation Systemic diversity and inclusive excellence efforts over the past decade have resulted in exceeding or meeting national normative scores on the majority of climate survey items. Percent Favorable Item Responses and meeting National Norms varies by ethnicity and gender. Additional analysis is required to understand the variability of responses and challenges specific to individual colleges, divisions and departments across the Institute Recommendation & Action 1. In partnership with HR/ODI Survey Presentations - Use ActionPro Reporting Features: Dimension Profile Report and Dimension Item Profile Report to compare college, division and department data with: A. University-level results B. % compared to the rest of our organization C. Further Analysis on Questions - #26, #30, #31, #32, #33 D. Action: Report out Findings/Anticipated Activities in May/June 2013 on College/Division IE Framework Report 29

30 Engagement & Climate - Next Steps Fall 2012: University-Level Review of university-level engagement and climate results with senior leadership and governance groups Additional demographic analysis to understand strengths and challenges specific to divisions, colleges, departments Winter 2012: College/Division-Level Data Results Review of specific results within each division and college Ongoing: Create action plans for improvements and integrate into organization s institutional effectiveness map and inclusive excellence framework as appropriate 30

31 Appendix University-Level Engagement Results by Survey Item

32 Engagement Survey Item Results (1 ) Item RIT Rate % Favor Peer Schools Norm % Favor Peer Schools BIC Norm % Favor Outcome Variable All in all, I am satisfied with my job Organizational Effectiveness Dimension I know what is expected of me in my job The necessary materials and equipment are available when I need to perform my job My college/division makes it possible for employees to directly contribute to its success I have [not] thought of resigning in the last six months

33 Engagement Survey Item Results (2 ) Items Recognition/Career Advancement Dimension RIT provides me the opportunity to improve my professional knowledge and job skills. RIT Rate % Favor Peer Schools Norm % Favor Peer Schools BIC Norm % Favor My job gives me an opportunity to do the things I do best Employees here receive recognition for a job well done. 55 N/A N/A My supervisor encourages my career growth. 68 N/A N/A Supervision/Management Dimension My supervisor lets my colleagues and me know when we have done a good job. Senior management of the university is concerned about the employees. I have an opportunity to participate in decisions made by my supervisor that affect my work environment My supervisor gives me regular feedback about my performance

34 Engagement Survey Item Results (3) Item RIT Rate % Favor Peer Schools Norm % Favor Peer Schools BIC Norm % Favor Coworker Performance/Cooperation Dimension Employees of my college/division show an attitude of genuinely caring about the student/customer My co-workers are friendly and helpful Supplemental Items Senior management of my division/college is concerned about the employees. 56 N/A N/A The leadership of my department is concerned about the employees. 70 N/A N/A I have the opportunity to share my ideas, they are heard, evaluated and considered, even if they are not implemented. 72 N/A N/A 34