APT Classified Council Employee Satisfaction Survey Findings Assessing

APT & Classified Council Employee Satisfaction Survey Findings

Assessing employee satisfaction �Survey objectives and conception: Solicit employee feedback to generate agendas Use data to inform the governance process �Approvals: Office of Research & Graduate Studies (exempt from IRB) Executive leadership at UAA �Administration

Instrument �Criteria: Brief Qualitative and quantitative components Assess satisfaction and ascertain priorities � 13 items rated on a 1 -5 Lickert Scale �Employees select top 3 priorities from the same list �Free responses

Participation & response rate �July & August, 2012 administration �Invitation to participate sent out via dynamic listserv to all classified and exempt employees Approximately 1300 � 353 responses � 27% response rate

Analysis �Quantitative analysis: Metrics of central tendency T-test analyses �Qualitative analysis: Categorical identification Inform and give meaning to the quantitative findings

Go an ce ve rn & fe ss Pr o g ki n Pa r re n tio fe ty tu ul ac e. C kp l or ns a pe m Co Sa en t em Re tir ity fit s en e ve rs Di r g ak in n. M ve ai W Le av e. B io De cis W I. s ie en t Fa cil it on iti Tu n re Ca pm lo th al ev e l. D na io He tio ica un m m Co Satisfaction – All Staff 5. 00 4. 00 3. 00 2. 00 1. 00 0. 00

Go an ce ve rn & fe ss Pr o Di r g ak in n. M ve ai W s ie g ki n Pa r re n tio tu ul ns a fe ty Sa e. C ac kp l or pe m Co ve rs Le ity av e. B en ef its Re tir em en t io De cis W I. on iti Tu Fa cil it en t re Ca n tio pm lo th al ev e l. D na io He ica un m m Co Satisfaction by employee class 4. 50 4. 00 3. 50 3. 00 2. 50 2. 00 1. 50 1. 00 0. 50 0. 00 Classified Exempt

Go g ki n Pa r re n tio fe ty tu ul ns a ec ac kp l or W pe m Co Sa en t em Re tir ity ef its en eb av Le ve rs Di in g r s ve ai w -m ak on ec isi on iti ie Fa cil it en t e n ca r pm lo th al He de ve Tu na l . d st In sio fe s v. & Pr o tio ica un m m Co Priorities - All Staff 600 500 400 300 200 100 0

Pr un ica of es He tion sio a na l d lth c ev ar e el op Go m ve en rn t an Fa cil ce Tu it & iti on ies I. De cis Wa ive io nr M ak in g Di ve Le rs av e b ity en Re efit s tir em en t Sa Co fe m ty pe W or ns kp at i la ce on cu ltu re Pa rk in g m m Co Priorities by employee class 30. 00% 25. 00% 20. 00% 15. 00% 10. 00% 5. 00% Classified 0. 00% Exempt

Comparisons for priority-setting SATISFACTION RATING (LOW TO HIGH) � � � � Healthcare Parking Governance & I. Decision. Making Compensation Communication Professional Development Facilities Workplace Culture Diversity Retirement Leave Benefits Safety Tuition Waiver PRIORITY RANKING (HIGH TO LOW) � � � � Healthcare Compensation Workplace Culture Communication Governance & I. Decision. Making Professional Development Retirement Leave Benefits Tuition Waiver Safety Parking Diversity Facilities

Insights from free responses � Healthcare Satisfied with plan, dissatisfied with cost Cost increases disproportionate to salary adjustments Ongoing support for wellness programs � Compensation Request for merit and step increases Clear process to audit jobs to ensure appropriate grade assignments � Professional development Mentoring Increased opportunities Inter-departmental communication and exchanges

More insights from free responses � Communication Better communication between MAUs and community campuses Transparency from administration and governance Direct communication from administration rather than “trickling down” through Deans & Directors Ongoing opportunities to participate in surveys � Leave benefits Request to combine annual and sick leave Additional cash-in options � Parking Cost Space

Additional themes �Unbiased /external grievance process �Supervisor evaluations �Changes to leave accrual and cash-out options �Workload & staffing

Next steps… �Agenda development & planning �Ongoing communication With staff With administration Between campuses & departments �Continued assessment