BiologyStaff Survey 2014

Why we ran a staff survey

To see how things have changed since the last survey (2011)

To find out what’s working well and where further improvements can be made

To provide a true picture of employee opinion to help us plan for the future

What we asked…

your work communication physical environment work-life balance health and wellbeing managing and

developing performance learning and

development

pay and benefits your manager/ supervisor leadership and change

management equality and diversity perceptions of the

University - from this we identified levels of Employee Engagement

The survey sought your views on:

Headline results

Overall response rate

Overall Employee Engagement Index

2014 target exceeded - St Leonard’s Hospice and Yorkshire Air Ambulance received combined donation of £5,348

Response rate55%

60%

65%

70%

75%

61%

67%

72%

200820112014

• Increased from 76% in 2011 to 80% in 2014

What is Employee Engagement?

Internal measure of employee advocacy, employee commitment and discretionary effort

Say StayAre emotionally attached to the

University / have a sense of belonging

StriveAre motivated to do their best for the University

Employee Engagement Index (EEI)

Engaged employees can be described as those who

Speak positively of the University

Questions measuring engagement – University overall

Positive

81. I am proud to work at the University 89 +10 +10

82. I would recommend the University as a great place to work

82 +3 +18

83. I would recommend the University as a great place to study

81 0 +16

84. I feel a strong sense of belonging to the University

67 +5 +9

85. I would like to be working here in 12 months' time

85 +3 +9

Var. from UK Universities

BM

Var. from 2011

strongly agreestrongly

agree agree neither disagree stronglydisagree

42 47 10

35 47 14

35 46 18

27 39 23 8

48 37 10

86. Working here makes me want to do the best work I can

78 +7 +10

87. I am motivated to help the University be the best that it can be

81 0 +12

35 43 17

37 44 15

Employee engagement index: 80%

Sa

yS

tay

Str

ive

Engagement by discipline group

100

80

60

40

20

The University of York

Arts & Humanities

Sciences Social Sciences

Support departments

(n= 2674) (n= 329) (n= 841) (n= 615) (n= 885)

% p

osi

tive

0

80 7782 81 80

High levels of engagement across all disciplines but staff in the Sciences most engaged

Engagement by staff group

100

80

60

40

20

The University of York

Academic (e.g. Lecturer,

Reader, Professor)

Research only Teaching only Administrative Facilities support

(e.g. cleaning, portering,

grounds staff)

Management/ Professional

Technician/ Technical Specialist

(n= 2674) (n= 679) (n= 332) (n= 117) (n= 639) (n= 168) (n= 338) (n= 281)

% p

ositi

ve

0

80 8177

81 8272

85 81

High levels of engagement across all staff groups but Management / Professionals most engaged and

Facilities Support staff least

Engagement by grade

100

80

60

40

20

The University of York

1-2 3-5 (including Marie Curie Early Career Researcher)

6-8 (including Marie Curie Researcher)

Senior Management (above Grade 8, including

Head of Department)

Professorial/ Senior Staff Researcher

(above Grade 8)

Other Don’t know

(n= 2674) (n= 77) (n= 771) (n= 1193) (n= 57) (n= 227) (n= 18) (n= 198)

% p

ositi

ve

0

8073

82 8190

84 79 77

High levels of engagement across all staff grades but Senior Management most engaged and staff on grades

1-2 least

Highest scoring questions

Lowest scoring questions

Key findings for the University

I am clear about the standards of behaviour expected of me in my role –

96%

I feel that poor staff performance is identified and dealt with appropriately

in my department – 21%

I like the kind of work I do – 92%

I feel safe and secure in my working environment – 89%

My work is interesting to me – 89%

I am proud to work at the University – 89%

I believe there is a clear career path available to me at the University -

32%

I feel that University level changes are usually managed well – 33%

The SMG listens and responds appropriately to people’s views – 34%

How often have you experienced work-related stress in the past 12 months? 34%

‘Rarely or Never; 26% ‘Always’ or ‘Frequently’

Most improved questions since

2011

Least improved questions since

2011

Key findings for the University

I believe that action will be taken in my Department in response to the results

of this survey – up 23%

I believe that the University is committed to excellence – up 19%

I believe that action will be taken in the University in response to this survey –

up 18%

Learning and development that I have had at the University has helped me to do my job more effectively – up 17%

I believe that the University has an international outlook – up 13%

How often have you experienced work-related stress in the past 12

months?

8% fewer said ‘Rarely or ‘Never’ 6% more said ‘Always’ or ‘Frequently’

The catering outlets on campus meet my needs - down 7%

I feel my pay is fair for the work I do – down 3%

Note that increases or decreases reflect changes in percentage points

not actual percentage changes.

Comparison to other UK Universities(surveyed by ORC International in the last 3 years)

Above (above the benchmark by 5 percentage points or more)

In line (above or below the benchmark by +4/-4 percentage points)Below (below the benchmark by 5 percentage points or more)

19% (10 questions)

23% (12 questions)

58%(30 questions)

Having the resources to work effectively

Satisfaction with pay and benefits package

Recommending the University as a great place to work and study

Satisfaction with physical working conditions

Proud to work for the University - self motivated to do and be the best

Belief that action will be taken in response to the staff survey

Job security, sense of belonging and desire to continue working here

Work that makes good use of skills and abilities

SMG managing and leading the University well and being open and honest in communications

Being kept informed of matters affecting you and having the freedom to work in a way that suits you

Managers recognising and acknowledging good work, treating staff with respect and providing regular and constructive feedback

Being clear about what you are expected to achieve and how this contributes to the success of the organisation

My manager / Supervisor helps to motivate me to give my best

I feel that poor performance is identified and dealt with appropriately in my Department

83% (24 questions)

7% (2 questions)

10% (3 questions)

Staff Survey 2014

C

Response rates risen UoY 67% to 72% in 2014 Biology 66% to 74% in 2014

Employee engagement risen UoY 76% to 80% in 2014 Biology 81% to 83% in 2014

Comparison with Chemistry & Environment (rank order for Biology)

Biology Chemistry Environment

I am clear about the standards of behaviour expected of me in my role (97%) (2011)

My work is interesting to me My work is interesting to me

I like the work I do (93%) I am clear about the standards of behaviour expected of me in my role

I like the work I do

I feel safe & secure in my working environment (93%) (2011)

I like the work I do My work offers me opportunities to use my initiative

I believe that the University is committed to excellence (92%)

My work offers me opportunities to use my initiative

I would like to be working her in 12 month’s time

I would like to be working here in 12 month’s time (91%)

I feel safe & secure in my working environment

I am clear about the standards of behaviour expected of me in my role

Highlights

Comparison with Chemistry and Environment (rank order for Biology)

Biology - Lows Chemistry - Lows Environment - Lows

I feel that poor staff performance is identified and dealt with appropriately in my Department (18%) (2011)

I feel that poor staff performance is identified and dealt with appropriately in my Department

I feel that poor staff performance is identified and dealt with appropriately in my Department

I believe there is a clear career path available to me at the University (26%) (2011)

Over the last 12 months I have frequently had to work excessive hours to meet the requirements of my job

Over the last 12 months I have frequently had to work excessive hours to meet the requirements of my job

My development needs are reviewed regularly (33%)

My manager/Supervisor deals with poor staff performance effectively

The University’s SMT group listens and responds appropriately to people’s views

I feel that University level changes are usually managed well (36%)

I feel that University level changes are usually managed well

I feel that University level changes are usually managed well

L&D that I have had at the University is helping me to develop my career (36%)

My developments needs are reviewed regularly

My manager/Supervisor deals with poor staff performance effectively

Lowlights

Most improved questions since

2011

Least improved questions since

2011

Key findings for our department

Learning and development that I have had at the University has

helped me

to do my job more effectively

I believe that action will be taken in the University in response to the

results of this survey

I believe that the University is committed to excellence

The catering outlets on campus meet my needs

The social spaces on campus meet my needs

I feel that my Department does a good job of recognising and

valuing staff

performance that exceeds expectations

Very high levels of job satisfaction reported by all staff, work is interesting and makes good use of skills and abilities

Academics highly challenged (100%) & motivated (91%) compared with administrators 59% & 69% respectively

17% of researchers felt secure in their job vs 83% of academics & 33% of managerial/professional staff

63% Strong sense of belonging to Dept. (researchers not so attached)

High levels of freedom to arrange work to suit needs reported by all staff

My Work

83% managerial/professional staff & 72% ART staffs feel well informed about matters affecting them with lower scores for administrative (56%) and technical staff (52%)

73% of all staff feel able to voice their opinions, males more so than females (83% vs 69%) but staff are less confident (57%) that their ideas and suggestions are taken into consideration

59% are well informed about what’s happening at the University (managerial staff particularly positive)

Communications

Physical working conditions scored highly across the board averaging 88% for ART staff and 83% for support staff

61%/ of staff satisfied with catering outlets 62% of staff satisfied with social spaces with

greatest satisfaction shown by researchers and technical staff

Physical Environment

Academic staff find it most difficult to achieve a work / life balance with 85% frequently having to work additional hours, other staff groups reported less than 40%

83% managerial/professional staff are positive about policies & practices to help them achieve W/L balance vs 43% for academics & PT more positive than FT staff

92% of staff agree that they can work flexibly with particular satisfaction amongst administrators and managerial/professional staff

Work Life Balance

94% of staff have received sufficient H&S training and 90% feel that H&S is taken seriously in their section

25% of staff have experienced work related stress in the last 12 months. It is highest for academics (47%) but occurs across all staff groups with men suffering slightly more than women

Not all stress is reported

Health & Wellbeing

90%+ staff have had a PR in the last 12 months and are clear about expectations of them in their job

72% of staff valued the opportunity to have PR 15% reported useful discussion outside PR (most

negative were academics and technicians) PR process better for reviewing strengths &

achievements vs constructive feedback or L&D needs 18% of staff (particularly researchers, technical staff and

administrators) feel that poor performance is identified and dealt with effectively in Dept.

Managing Performance

73% of academics are satisfied with a career path at the University in contrast with researchers where the figure is 0% and 17% for support staff.

33% of staff feel their development needs are regularly reviewed but 50%+ have been on some form of training/CPD in the last 12 months provided/paid for by UoY

Staff are more positive that L&D opportunities help them in ‘role’ rather than with their career

Learning & Development

61% of staff feel their pay is fair, with more positivity amongst part timers than full timers

82% of staff feel UoY benefits package is good

Pay & Benefits

Only 36% of staff feel their manager deals with poor performance effectively

Overall relations between manager/supervisor and subordinate in terms of honesty, communication, respect, recognition of a job done well and approachability is high

Manager/Supervisor

80+% believe that the pace of change at UoY & Dept. level is about right

39% feel that recent changes has been for the better at UoY level (46% at Dept. level)

36% feel change has been well managed at UoY level (55% at Dept level)

72% Dept SMT are good at managing & leading Less than 40% of researchers, admin and

technical staff feel they are consulted before changes affecting them are made

Leadership/Change

High levels of satisfaction with regard to equal opportunities – commitment to EO(84%), commitment in recruitment (87%), commitment in training & development (85%), reducing to 73% for commitment in career progression/promotion

Evidence of discrimination (3%) and bullying and harassment (8%) some of which went unreported

Equality & Diversity

91% of staff are proud to work at the University 85% would recommend it as a good place to

work91% would like to be here in 12 months67% of staff felt a strong sense of belonging to

the University (m/f split 71% vs 66%)92% University committed to excellence83%University offers good service to students

and service users

Perceptions of the University

Timetable and next stepsMay - June 2014 - Staff completed survey

June - July 2014 - Reports prepared by ORC International

From July - Aug 2014 - Results communicated to departments and staff

From Sept 2014 - Action planning (University and Departments)

By March 2015 - Action plans shared with staff

Every 3 years - another survey to measure change over time (2017)