media release: supporting music to the tune of $1.3m

7/27/2019 MEDIA RELEASE: Supporting music to the tune of $1.3m

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Australia Council Employee Survey 2013 1

October 2013

Employee Survey 2013 key findings and actions


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What did we do?

Taverner Research was commissioned to run the 2013

employee survey

Survey was open between 2 14 July 2013

86 out of the 112 available staff responded (77%)

We asked about

work

workplace

managementperformance management

communication

learning

recognition and reward

future priorities


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Key findings of the Employee Survey 2013

My Work - 78%

My Workplace

Pride and commitment to workplace 75%

Work health and safety 67%

My Rewards and Recognition 71%

My Manager 74%

My Learning 59%

My Performance Management 69%

My Organisation

The Australia Council 79%

Organisational procedures 70%

Communication 59%

Average Summary Score by Area

Overall Job

Satisfaction

+

Perception of

the Organisation

=

Combined

SatisfactionScore 68%


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Satisfaction highlights

The organisation has a positive impact on the arts sector and we

are proud to work here

Were generally satisfied with our jobs and the actual work we do

One of the most positive aspects of working here is the diverse,

passionate and skilled people we work with

We generally feel recognised by our manager for the good work

done, and feel we are able to contribute ideas and improvements We feel informed and enjoy the communication style of the CEO


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Staff are proud to work for an organisation that

contributes to arts sector

4

4

5

2

16

11

11

29

36

29

49

69

44

55

35

2

0% 20% 40% 60% 80% 100%

The work of the organisationhas a positive impact on

artists and arts organisations

I am very positive about the

future of the organisation

Commited to working for theAustralia Council

Proud to work for the Australia

Council

Strongly disagree

Disagree

Neither

Agree

Strongly agree

Dont know

The sense that you

are doing something

that has an impact in

the fieldThe ability

to implementinitiatives and fund

grants that make a

difference.

I'm aligned with themission and goals of

the organisation. They

are active, passionate

and engaged with the

community.


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Staff are satisfied with their jobs and their work

4 8 16 54 19

0% 20% 40% 60% 80% 100%

Very dissatisfied

More dissatisfied than satisfied

Neither/ Mixed feelings

More satisfied than dissatisfied

Very satisfied

I love that I get to work within the

sector I am passionate about. I am

challenged by my work and have an

incredibly supportive team

My work is varied and interesting

and ensures that I'm constantly

building my skills and knowledge


7/14Australia Council Employee Survey 2013 7

The people working here are a key positive

It is wonderful to work with my

fellow colleagues who have so

much knowledge, passion and

commitment to the arts.

11

7

5

26

40

38

64

54

56

0% 20% 40% 60% 80% 100%

I enjoy working with my team

My team brings a diverserange of skills & approaches

to work

The people I work with areskilled & capable

Strongly disagree

Disagree

Neither

Agree

Strongly agree

The people! Everyone here is what

makes it fun to come here every day.

And the direct contact with artists

and the amazing work they create.

88% are

happy/really

glad to workwith their

manager



Need for effective learning and development

opportunities linked to performance management

2

12

7

12

20

13

37

35

40

43

30

30

4

1

2

2

2

8

0% 20% 40% 60% 80% 100%

The training that I receive to do my job isgood

The e-learning that I've undertaken has beeneffective

My performance review is linked todevelopment opportunities

Strongly disagree Disagree Neither Agree Strongly agree Don't know



Communications is an area for development

especially knowledge sharing across divisions

It seems like there's a lot of

information held in separate

divisions that isn't always

shared.

7

6

7

23

37

13

33

36

24

33

19

38

4

2

16

0% 20% 40% 60% 80% 100%

Overall, communicationprocesses within this

organisation are effective

There is effective sharingof information and

knowledge across divisions

Top down communicationis effective

At the moment there is a lot

of people working on the

same thing. There's also a

lot of communication with the

sectorthat others don't

know is happening.

Strongly disagree

Disagree

Neither

Agree

Strongly agree

Dont know

More opportunities and more

encouragement for people to

go to things together and to

reasons to work together.




Development opportunities

We get the training we need to do our jobs

However the qual i ty and sty le of training needs review

We are kept informed about organisational news and get theinformation we need to do our jobs

However communicat ion processes could be bet ter,

especially cross -divis ional info and knowledge shar ing

We enjoy working with our managers

However our performance management agreements often

do not accurately ref lect ou r actual wo rk or l ink to

development op por tuni t ies



Effectively managing organisational change and new

grant system were key priorities for the future

Designing an effect ive org anisat ionalstaf f ing structurethat supports the

delivery of the new strategic planand

fund ing programs.

Implementing

smooth lyall the

changes

associated with the

new legislation anddeveloping a clear

strategy fo r the

future.

Positively

manage the

change processinternally which

should result in a

st rong internal

cul ture change

for the

organisation.

What do you see as the

top 3 priority areas for the

Australia Council over thenext three years?



Developing the action plan

Learning & development

Training needs analysis underway with new skills in HR team

Review of training model, framework and providers

Prioritising, planning and communicating training needs

Tailoring training to best suit the organisation and individuals

Continuous feedback through training evaluation

Performance management system

100% compliance goal for planning and reviews

Information sessions from HR to strengthen goal setting and

general understanding of process, discussion and identification

of development needs

Review online system



Developing the action plan

Communication

Improving our cross-divisional knowledge sharing

Review of Divisional results for discussion with employees

Staff engagement through contribution to the action plan

Systems review (intranet and website) considerations

Change management

Introduce a change management model and process

Align staff skills with those required for the new grants process

Identify gaps and plan for up-skilling and relevant resourcingin future recruitment



Thank you for your insights and contributions

media release: supporting music to the tune of $1.3m

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