Download - 2015 EMPLOYEE ENGAGEMENT SURVEY
2017 EMPLOYEE ENGAGEMENT SURVEY
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TABLE OF CONTENTS
OVERVIEW 4
SURVEY FORMAT 5-6
SURVEY RESPONSE RATE 7
QUESTION 1 8
QUESTION 2 8
QUESTION 3 9
QUESTION 4 9
QUESTION 5 10
QUESTION 6 10
QUESTION 7 11
QUESTION 8 11
QUESTION 9 12
QUESTION 10 12
2017 EMPLOYEE ENGAGEMENT SURVEY
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QUESTION 11 13
QUESTION 12 13
QUESTION 13 14
QUESTION 14 14
QUESTION 15 15
QUESTION 16 15
QUESTION 17 16
QUESTION 18 16
QUESTION 19 17
QUESTION 20 18
RECOMMENDATIONS 19
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OVERVIEW
Conducting engagement surveys is a useful way of gathering insight into what is
important to our employees. The results of this survey will help the County to:
1. Measure Employee Engagement: The primary reason for issuing
engagement surveys is to measure the engagement level of our
employees. Measuring the key drivers of engagement within our
organization will allow leaders to assess whether our employees are
engaged or disengaged.
2. Give Employees a Voice: Engagement surveys are crucial because they
give employees a venue for open feedback. It is an opportunity to involve
employees in the development process by giving them a direct voice to
County leaders.
3. Increase Employee Engagement: Once we have assessed how engaged
our employees are we can then create an action plan to increase
engagement. The information obtained from the survey will allow us to
identify strengths and opportunities for improving engagement in our
organization.
4. Direct Organizational Growth: Knowing how the County measures on areas
such as employee satisfaction, management/leadership effectiveness and
working environment will give us tangible objectives for change.
5. Benchmark Results: Conducting employee engagement surveys will allow
us to benchmark the data for comparison purposes. Benchmarking will
allow us to identify whether any issues are specific to the County or are
common across the nation.
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SURVEY FORMAT The survey was conducted using Survey Monkey. Survey Monkey is an online
survey company that provides customizable online surveys, data collection, and
data analysis.
The survey questions were selected based on employee engagement surveys
conducted in both the private and public sector. Responses are anonymous;
however, the employee can select what specific Department they work in.
We included most of the questions from the 2015 survey; however, we added a
few new questions this year.
The 2017 Employee Engagement Survey Questions are below:
1. My job contributes to the County's ability to serve the community.
2. I know what is expected of me in my job.
3. I have all the necessary tools needed to be successful in my current
position.
4. On an annual basis, I meet with my direct supervisor to discuss my job
performance.*
5. My work gives me a feeling of accomplishment.
6. There are people at work who care about me as a person.
7. My department's supervisors/managers really listen to employees.
8. My department's supervisors/managers lead by example and serve as a
role model for employees.
9. My department's supervisors/managers treat everyone fairly.
10. My department’s supervisors/managers support employee attendance at
training opportunities. *
11. My department's supervisors/managers support employee wellness efforts.
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12. My immediate supervisor respects my ideas.
13. My relationship with my immediate supervisor is...
14. I have the opportunity to use my skills and experience in my current
position.
15. I am aware of advancement opportunities throughout the County.
16. Kalamazoo County Government offers a comprehensive benefit package,
including health, dental, vision, disability, life, flexible spending account,
and deferred compensation.
17. I feel that I am adequately compensated/paid for the work that I perform
on a daily basis.
18. Human Resources provides valuable training programs for staff. *
19. Overall, I am satisfied with my employment within Kalamazoo County
Government.
* New question
For most questions, employees select “Strongly Agree”, “Agree”, “Neutral/No
opinion”, “Disagree” and “Strongly Disagree”. NOTE: For question number 13,
respondents could select “Excellent”, “Good”, “Satisfactory”, “Fair”, and “Poor”.
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SURVEY RESPONSE RATE The survey was e-mailed to all employees on several occasions over a 30-day
period. In addition, paper copies of the survey were provided to select
departments.
Of the 910 County employees, 563 employees responded to the survey...a
response rate of over 62%! This is a significant increase from the 2015 survey,
in which only 427 employees completed the survey.
NOTE: This survey is completed every TWO years; therefore, we have no data for
2016.
NOTE: Some respondents chose to skip questions. Therefore, the results for each
question are based on those respondents who chose to answer that specific
question.
62%
48%
0% 10% 20% 30% 40% 50% 60% 70%
2017
2015
Response Rate
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QUESTION #1
My job contributes to the County's ability to serve the community.
QUESTION #2
I know what is expected of me in my job.
58%
36%
4%1% 1%
58%
35%
6%1% 0%
0%
10%
20%
30%
40%
50%
60%
70%
Strongly Agree Agree Neutral/No opinion Disagree Strongly Disagree
2017 2015
50%
42%
4% 3% 1%
51%
41%
4% 4%0%
0%
10%
20%
30%
40%
50%
60%
Strongly Agree Agree Neutral/No opinion Disagree Strongly Disagree
2017 2015
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QUESTION #3
I have all the necessary tools needed to be successful in my current
position.
QUESTION #4
On an annual basis, I meet with my direct supervisor to discuss my
job performance.
19%
46%
14%19%
2%
18%
46%
15% 17%4%
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
50%
Strongly Agree Agree Neutral/No opinion Disagree Strongly Disagree
2017 2015
43%38%
12% 5%2%
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
50%
Strongly Agree Agree Neutral/No opinion Disagree Strongly Disagree
2017
NOTE: This question was not included in the 2015
Employee Engagement Survey
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QUESTION #5
My work gives me a feeling of accomplishment.
QUESTION #6
There are people at work who care about me as a person.
31%
46%
14%
6% 2%
30%
43%
16%
6%4%
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
50%
Strongly Agree Agree Neutral/No opinion Disagree Strongly Disagree
2017 2015
32%
49%
13% 4%1%
32%
47%
14% 5%2%
0%
10%
20%
30%
40%
50%
60%
Strongly Agree Agree Neutral/No opinion Disagree Strongly Disagree
2017 2015
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QUESTION #7
My department’s supervisors/managers really listen to employees.
QUESTION #8
My department's supervisors/managers lead by example and serve
as a role model for employees.
23%
35%
18%15%
9%
21%
37%
16%13% 12%
0%
5%
10%
15%
20%
25%
30%
35%
40%
Strongly Agree Agree Neutral/No opinion Disagree Strongly Disagree
2017 2015
24%
33%
20%
13%
9%
21%
30%
22%
13% 13%
0%
5%
10%
15%
20%
25%
30%
35%
Strongly Agree Agree Neutral/No opinion Disagree Strongly Disagree
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QUESTION #9
My department's supervisors/managers treat everyone fairly.
QUESTION #10
My department's supervisors/managers support employee
attendance at training opportunities.
22%
34%
17%15%
12%
19%
30%
19%17%
15%
0%
5%
10%
15%
20%
25%
30%
35%
40%
Strongly Agree Agree Neutral/No opinion Disagree Strongly Disagree
2017 2015
30%
42%
18%
6%4%
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
Strongly Agree Agree Neutral/No opinion Disagree Strongly Disagree
2017
NOTE: This question was not included in the 2015
Employee Engagement Survey
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QUESTION #11
My department's supervisors/managers support employee wellness
efforts.
QUESTION #12
My immediate supervisor respects my ideas.
23%
39%
29%
7% 3%
18%
36%
31%
9%6%
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
Strongly Agree Agree Neutral/No opinion Disagree Strongly Disagree
2017 2015
35%38%
16%
7%4%
35%38%
14%
6% 7%0%
5%
10%
15%
20%
25%
30%
35%
40%
Strongly Agree Agree Neutral/No opinion Disagree Strongly Disagree
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QUESTION #13
My relationship with my immediate supervisor is...
QUESTION #14
I have the opportunity to use my skills and experience in my current
position.
39%36%
10% 10% 4%
38%34%
13%10% 4%
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
Excellent Good Satisfactory Fair Poor
2017 2015
36%
45%
10% 6% 2%
33%
46%
9% 8%4%
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
50%
Strongly Agree Agree Neutral/No Opinion Disagree Strongly Disagree
2017 2015
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QUESTION #15
I am aware of advancement opportunities throughout the County.
QUESTION #16
Kalamazoo County Government offers a comprehensive benefit
package, including health, dental, vision, disability, life, flexible
spending account, and deferred compensation.
26%
50%
18%4% 2%
18%
48%
22%
8% 4%0%
10%
20%
30%
40%
50%
60%
Strongly Agree Agree Neutral/No opinion Disagree Strongly Disagree
2017 2015
34%
50%
11% 4% 1%
32%
45%
14% 6%2%
0%
10%
20%
30%
40%
50%
60%
Strongly Agree Agree Neutral/No opinion Disagree Strongly Disagree
2017 2015
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QUESTION #17
I feel that I am adequately compensated/paid for the work that I
perform on a daily basis.
QUESTION #18
Human Resources provides valuable training programs for staff.
10%
39%
18%22%
10%8%
33%
17%
29%
12%
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
Strongly Agree Agree Neutral/No opinion Disagree Strongly Disagree
2017 2015
15%
45%
34%
5%1%
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
50%
Strongly Agree Agree Neutral/No opinion Disagree Strongly Disagree
2017
NOTE: This question was not
included in the 2015
Employee Engagement Survey
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QUESTION #19
Overall, I am satisfied with my employment within Kalamazoo County
Government.
20%
57%
15%6%
2%
16%
55%
18%8%
4%
0%
10%
20%
30%
40%
50%
60%
Strongly Agree Agree Neutral/No opinion Disagree Strongly Disagree
2017 2015
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QUESTION #20
I work for the following Department/Court:
7
90
39
4
1
11
1
8
58
9
104
8
4
2
58
0
5
8
113
15
9
7
2
6
53
30
2
2
7
0
4
70
2
94
5
4
2
34
0
4
6
70
15
4
6
3
0 20 40 60 80 100 120
Treasurer's Office
Sheriff's Office
Prosecuting Attorney's Office
Probate Court
Planning
Parks/Expo
MSU Extension
Information Systems
I prefer not to answer
Human Resources
Health & Community Services
Finance
Equalization
Drain Office
District Court
Corporate Counsel's Office
Community Corrections
Clerk/Register
Circuit Court
Buildings & Grounds
Animal Services
Airport
Administrator's Office
2015 2017
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RECOMMENDATIONS Based on the survey results and comments from employees, Human Resources
recommends the following:
Continue funding the Leadership Academy for all supervisors. This Academy
was highly rated and participants were very appreciative of the lessons
learned. This Academy is key to helping our supervisors go beyond being
managers and truly becoming leaders throughout our organization.
Create a Supervisors 101 all-day training. This training would address a variety
of important supervisory duties, employment law issues, performance
evaluation and employee discipline principles, etc.
Continue to review vision and dental coverage. Determine if
expanding/enhancing coverage is cost-prohibitive, HR should communicate
that information to all employees (email or County Connection) so that they
have a clearer understanding of why the County has chosen these benefits.
Explore additional training opportunities for employees related to cultural
competency and implicit bias. Explore additional training opportunities with
new vendors related to cultural competency and implicit bias.
Explore additional training for supervisors related to coaching and emotional
intelligence. Provide training opportunities for supervisors on important
supervisory skills such as coaching, emotional intelligence, etc.
Continue to encourage employees to seek HR’s assistance when facing
difficulties in the workplace. HR needs to explain how/when we can help,
address confidentiality issues, parameters when working under an elected
official, etc.
Discuss the addition of separate leave time for bereavement. Employees are
requesting separate leave time for bereavement to ensure they are approved
for time off when a death in their immediate family occurs.
Expand FMLA leave to employees that share a child. Provide separate FML
leave balances for employees that are married and share a child.