Nancy Whelchel , Office of Institutional Research and Planning - PowerPoint Presentation

Nancy Whelchel, Office of Institutional Research and Planning 2014 Staff Well-being survey results summaryPresentation toStaff senateJanuary 7, 2015

OverviewSurvey administrationMost and least favorably rated areas overallTrends: 2014 vs 2008 SWBS overall resultsFocus on: Overall satisfaction Work activities (tasks, resources, co-workers, supervisors, workload, work/life balance) Professional development Performance reviews Staff support/representationMore information & next steps

Survey Administration

When & How?Financial supportVC Finance and Business WhenApril 15 - June 10, 2014HowOnlinePaper copies distributed to those in skilled crafts and service maintenance Spanish version of paper surveys

What?About 250 items related to:Overall Satisfaction & Engagement Campus Climate and Diversity/MulticulturalismWork Activities Working Relationships Support & Professional DevelopmentPerformance Evaluation Leadership & Supervision Salary & BenefitsVision and Direction Work/Life Balance Campus Infrastructure & Physical Environment Campus Recreational & Cultural Activities Demographics

Who?Permanent and time-limitedNon-instructionalNon-administrative employees (ES1 & ES2)≥ 0.5 FTEEmployed at least 6 months at time of surveyNo students, post-docs

Response Rates 54% 3,126 of 5,860 eligible employees participatedFemales slightly overrepresented Other groups (i.e., race, age, EPA/SPA, on-campus vs. off-campus, # of years employed) closely mirror survey population

Response Rate (by group)   Population N Population % Respondent N Respondent % Response Rate Overall 5,860   3,162   54.0% Gender           Male 2,589 44.2% 1,21438.4%46.9% Female3,27155.8%1,94861.6%61.6%Race/Ethnicity      International781.3%280.9%35.9% Unknown2484.2%1484.7%59.7% Hispanic2133.6%973.1%45.6% Native American220.4%100.3%45.5% Asian American1853.2%812.6%43.8% Black / African American91915.7%43713.8%47.6% Pacific Islander50.0%40.1%80.0% White4,14270.7%2,33273.8%56.3% Multiracial/ethnic480.8%250.8%52.1%

Response Rate (by group, cont.)   Population N Population % Respondent N Respondent % Response Rate Age           Under 35 yrs 1,374 23.4% 755 23.9% 55.0% 35-44 yrs 1,51725.9%78124.7%51.5% 45-54 yrs1,61227.5%87127.6%54.0% 55 and over1,35723.1%75523.9%55.6%Years at NCSU      Less than 2 yrs79013.5%45914.8%58.0% 2 to 4 yrs83314.2%44314.0%53.2% 5 to 9 yrs1727.5%87627.7%54.4% 10 to 14 yrs1,12819.2%59218.7%52.5% 15 to 19 yrs73612.6%39012.3%53.0% 20 or more yrs76413.0%40312.8%52.8%

Response Rate (by group; cont.)   Population N Population % Respondent N Respondent % Response Rate Classification           EPA 1,909 32.6% 1,033 32.7% 54.1% SPA 3,951 67.4% 2,12967.3%53.9%Occupation      Administrative190.3%110.4%57.9% Instructional2364.0%1324.2%55.9% EPA professional2,58344.3%1,41945.1%54.9% Technical82614.2%42813.6%51.8% Clerical1,17120.1%71122.6%60.7% Skilled Crafts3135.4%1655.2%52.7% Service/Maintenance68111.7%2839.0%41.6%Location      On-campus5,09787.0%2,74286.7%53.8% Off-campus76313.0%42013.3%55.0%

Respondent ProfileSpouse/partner works at NCSU: 8%Self/spouse is a protected veteran: 6%Has a qualifying disability: 2% Identifies as LGBQ: 5%Identifies as transgender: 0% (N=1)Non-native English speaker: 6%

Most and Least Favorably Rated Areas

First: Understanding the Results…Responses for most items based on 4-point scaleStrongly disagree  Strongly agreeVery dissatisfied  Very satisfied Poor  ExcellentAll items (with a few exceptions) worded so, e.g., ‘strongly agree’/’agree’ is a favorable or positive ratingMany items include a “don’t know” response option“Don’t know” responses excluded from analyses presented here

First: Understanding the Results…Except when noted presentation focuses on overall results There are notable/important differences in responses by various demographic groups (e.g., gender, race/ethnicity) and by job characteristics (e.g., EPA vs SPA)

Most Favorably Rated AreasOverall, areas receiving the most favorable ratings include those related toWork unit membersUnderstanding job expectations, having and knowing how to use materials/tools for jobImportance of flexible hours and tuition waivers for dependentsImportance of sustainability University senior administration support for diversity

Most Favorably Rated Items

Least Favorably Rated AreasOverall, areas receiving the least favorable ratings tended to relate toSalary, recognition/rewardsUnderstanding how resources are distributedParkingCommunication & quality of relations between staff and senior leaders Annual Appraisals / performance reviews being helpful to career planning

Least Favorably Rated Items > 50%

Trends: 2014 vs 2008 SWBS

Trends: Areas of ImprovementSeveral areas were rated more favorably by staff overall in the 2014 SWBS than they were in the 2008 SWBS

Trends: Areas of Improvement(Percent giving a favorable response)

Trends: Areas in DeclineMany (many) areas were rated less favorably by staff overall in the 2014 SWBS than they were in the 2008 SWBS

Trends: Areas in Decline(Percent giving an unfavorable response)

Overall Satisfaction

Overall Satisfaction Working at NC StateOverall satisfaction among SPAs & EPAs is highThe number saying “very satisfied” has declined slightlySPAs are slightly more likely than EPAs to be dissatisfied

Satisfaction Compared to Recent YearsSPAs are slightly more likely than EPAs to be “a lot more satisfied now” than in recent yearsBoth SPAs and EPAs are more likely in 2014 than in 2008 to report being “less satisfied now” than in recent years

Overall Satisfaction:Various IndicatorsLarge majorities of staff overall indicate satisfaction with their jobs at NC State in a number of waysSPAs are consistently less likely than EPAs to “strongly agree”

Changing Jobs at NC StateAlmost 30% of SPAs and 20% of EPAs applied for a different job at NCSU within the past 2 years, with 11% and 8%, respectively, actually changing jobs Reasons for wanting to change jobs?Advancement SPA: 57%EPA: 61%Better work environmentSPA: 17%EPA: 11%

Leaving NC State17% have very seriously considered leaving NC State in the past year or two (excluding for retirement) - - slightly more than the number saying so in 2008

Why Consider Leaving?Those who had “very seriously” or “somewhat seriously” considered leaving NC State were asked to describe why. (N overall comments=1,049) Responses were coded into 15 broad themes, each with a number of sub-themes.(Each comment could be coded into any number of themes and/or sub-themes)

Why Consider Leaving?(Staff Overall) % of respondents mentioning Themes

Most and Least Positive AspectsWorking at NC StateStaff were asked to comment in their own words on“When you think about your own personal experiences at NC State University, what would you say are the most positive aspects of being a staff member here ?” (N overall comments = 1,810) “What do you think are the most significant changes that should be made at NC State University to improve or enhance the quality of your work life here?” (N overall comments = 1,731)Responses to each were coded in a number of themes and sub-themesEach comment could be coded into any number of themes and/or sub-themes

Least Positive Aspects of Working at NC State(Staff Overall) IMPROVEMENTS: TOP THEMES (≥10% of comments mention)Theme % of total comments Compensation & Benefits 55% Workload 30% Colleagues 29% Support 26% Professional Development 22% College/Dept. Leadership 22% Employee treatment 21% Recruitment/Retention 21% Culture/Climate 20% Infrastructure19%Recreation17%Mission16%Management/Administration15%Transportation/Parking14%Performance Review14%Work-Life Balance13%Diversity12%Communication12%Research11%Extension/Engagement/Outreach11%Leadership: Executive Officers11%Leadership: Supervisor10%Location10%(n= 1,731)

Most Positive Aspects Working at NC State(Staff Overall) POSITIVE ASPECTS: TOP THEMES (≥10% of comments mention)Theme % of total comments Colleagues 40% Compensation & Benefits 26% Culture/Climate 25% Job Characteristics 24% Professional Development 23% Support 19% Location 18% Populations Served 16% Employee Treatment 15% Reputation14%Work-Life Balance14%Personal Contribution13%Workload13%Leadership: Division/College/Dept12%Extension/Engagement/ Outreach11%# of respondents mentioning(n= 1,810)

TasksResourcesCo-workersSupervisorsWorkloadWork/life balanceWork Activities

Job Description96% of SPAs and 91% of EPAs say they have a formal job descriptionAbout half say the job description ‘very closely’ matches the work they actually do Job description matches actual work…

Work TasksMore than 80% of SPAs & EPAs are satisfied with the tasks they do and the input they have on how they do their jobAmount of time given to complete tasks (88% SPA / 87% EPA satisfied) Ability to use skills within job (83% SPA / 84% EPA satisfied)Actual tasks asked to do (81% SPA / 93% EPA satisfied)Has input on how accomplish work (92% SPA / 96% EPA agree)Has input on planning work (90% SPA / 95% EPA agree)Has input on solving problems related to work (90% SPA / 94% EPA agree)Has input on decisions that affect work (87% SPA / 93% EPA agree)

Resources to do JobMore than 80% of SPAs & EPAs are satisfied with resources they have to do their jobsBasic supplies needed to do their job (95% SPA / 94% EPA satisfied)Availability of up-to-date equipment to do job (88% SPA / 87% EPA satisfied) Office, lab, general work space area (83% SPA / 85% EPA satisfied)

Co-WorkersAbout 90% of SPAs & EPAs believe members of their work unitTreat each other with respectUnderstand and know how to do their jobsAre hard workingGet along and enjoy working togetherShare helpful information and ideas with each other

SupervisorsBetween 75%-80% of employees overall* give their supervisor a favorable rating on most leadership traits asked aboutMost favorably rated traitsBeing supportive when personal issues arise (86% favorable) Being available when needed (83% favorable)Being approachable and easy to talk to (82% favorable)Least favorably rated traitsResolving internal conflicts in unit (65% favorable) Setting short and long term goals for unit (69% favorable)Setting clear priorities for work unit (71% favorable)Treating all members of unit consistently (72% favorable)*Only minimal differences between SPAs & EPAs

WorkloadWhile 85% of SPAs and 81% of EPAs are satisfied with the amount of work expected of them, they also sayThere is more work than they expected based on their job description40% SPAs / 46% EPAs They need additional qualified people in their unit to get the work done expected of them48% SPAs / 59% EPAsThey are somewhat or “completely overwhelmed” in trying to manage their work-related demands22% SPAs / 35% EPAs They experience “a great deal” of stress as a result of their workload14% SPAs / 25% EPAs

WorkloadMore than half of SPAs (52%) and EPAs(60%) say they “often” do more work than expected of them simply because they enjoy the work they doOver one-third of staff disagree that when they do work that is above and beyond their job description/work plan the additional work is formally documented

Work/Life Balance86% of SPAs & 75% of EPAs say their work environment enables them to successfully balance their work and personal life12% of SPAs & 25% of EPAs say they have experienced “a great deal” of stress from work/life balance in the past couple of years

Professional Development

Professional DevelopmentAbout one-third of SPAs & EPAs disagree that their department does a good job of actively creating a culture where staff can develop their potentialDissatisfaction with various aspects of professional development is widespread among SPAs, and to a somewhat lesser extent, EPAs Satisfaction is highest for supervisor giving time to participate (especially among EPAs)

Professional Development

Performance Reviews

Annual Appraisal/Performance ReviewAbout three-fourths or more of employees say they understand the Annual Appraisal / Performance Review processSPAs are more likely than EPA to understand their respective process either “very” or “somewhat well”SPA: 84% (39% “very well” & 45% “somewhat well”)EPA: 73% (32% “very well” & 41% “somewhat well”)

SPA Annual AppraisalsSPAs who have had an Annual Appraisal in their current position give positive ratings to the process and usefulness of it, with the exception that a slight majority do not see them as helpful to their career planning

EPA Performance ReviewsEPAs who have had a Performance Review in their current position give positive ratings to the process and usefulness of it, with the exception that close to half do not see them as helpful to their career planning or career development

Staff Support / Represenation

Staff Senate70% of SPAs & 63% of EPAs give the Staff Senate a favorable rating for providing an effective way for staff and University administration to communicate with each other65% of SPAs & EPAs give the Staff Senate a favorable rating for being an effective advocate for staff (Note: Large numbers do not have an opinion)

GrievancesWhen SPA/EPA staff have a complaint, the university provides reasonable and effective procedures to address their complaint75% of SPA agree (for SPA complaints)71% of EPA agree (for EPA complaints) (Note: Large numbers do not have an opinion)

Sharing resultsMore Information & Next Steps

Online ReportsCurrently available at http://oirp.ncsu.edu/srvy/empl/staff/swbs14Annotated QuestionnaireFrequencies, means, standard deviations for each question for the 2014 SWBS and, when comparable, the 2008 SWBS Graphics and shading to highlight notable trend differencesExecutive Summary Tables of results byEmployment profile (supervisor status, EPA/SPA, occupation, on/off-campus, years employed at NCSU) Demographic profile (gender, race/ethnicity, age, LGBT status, disability status)Division/college

Online ReportsComing Soon Research Methods and Response RatesTables of results for divisions/colleges bySub-units/departmentsEmployment profileDemographic profile Reports on major themes raised in open-end commentsWhy considered leavingMost positive aspects working at NC StateSuggestions for areas to improve

Presentations / ArticlesProvost & VC F&B (October 8, 2014)Staff Diversity Advisory Board (November 4, 2014)University Diversity Advisory Committee (November 24, 2014)Finance & Business leadership team (December 16, 2014)Staff Senate (January 7, 2015 )University Council (January 12, 2015) Bulletin Others?

Questions?Comments?Suggestions?Discussion