metropolitan state college of denver metropolitan state college of denver 2010 campus climate survey...

Metropolitan State College of Denver


2010 Campus Climate Survey

Presented by:

Richard BoyerPartner, ModernThink LLC

June 2, 2010

Program Background

2008 – The Chronicle and ModernThink launched Great Colleges program

Includes climate survey (faculty and staff) and audit of policies, practices

and demographics

89 participants and 45,000+ faculty and staff initially surveyed

Findings published annually in The Chronicle’s Academic Workplace

Supplement

2009 Participation - 247 institutions

2010 Participation - 274 institutions


Surveys as Strategic Tool

"It isn't that they can't see the solution.

It's that they can't see

the problem.“

- G. K. Chesterton

• Strategic Planning

• Board Mandate

• Change in Leadership

• Accreditation

• Campus Climate Goals



15 Core Survey Dimensions Policies, Resources & Efficiency – assesses the perceived

effectiveness of various systems, policies and infrastructure

Shared Governance – captures information about the perception of inclusion and cooperation as related to shared governance

Professional Development – provides insight into the reported satisfaction with career/professional development opportunities; and for faculty, support for research and clarity of the tenure process

Supervisors/Department Chairs – provides insight into the relationship faculty/employees report with their department chair or supervisor and assesses critical managerial competencies

Senior Leadership – measures the confidence faculty and employees report in the capabilities and credibility of senior leadership; senior leadership was defined as the most senior members of the institution


Survey Overview

Survey Instrument 60 core Belief Statements 20 Additional Statements 18 Item Benefit Satisfaction component 26 Demographic Questions 4 Open-ended Questions

Methodology Online survey administered February 1 – 17, 2010

Response Rate (All Faculty & Staff): 41%...793/1924Response Rate (Full-time Staff & Faculty): 63%...651/1041

Audit of institution policies, benefits, practices and demographics

Benchmarks 2009 & 2010 Great Colleges

• Best in Category Benchmark - Enrollment: >10,000 (Large-size Category)• Carnegie Classification: Bac/A&S


Guidelines for Positive Responses

Guideline Score Description

75%+ Exceptional

65% - 74% Good – Very Good

55% - 64% Fair

45% - 54% Yellow Flag

< 45% Red Flag

Response Scale: Strongly Agree; Agree; Sometimes Agree/Sometimes Disagree; Disagree; Strongly Disagree; Not Applicable

Positive Response - Strongly Agree & Agree


60 All things considered, this is a great place to work.


Overarching Themes On the continuum of workplace quality, today, Metro State is a fair to good place

to work.

Faculty and staff report a strong sense of pride in the organization. The commitment to the mission, the impact on students and the positive influence in the community are particular points of pride.

For many, there is a strong sense of community. There are many close relationships and “family-like” camaraderie within many departments.

Faculty and staff are appreciative of the stability of the organization in the current economic climate; the autonomy and flexibility they are afforded; and the support for work/life balance.

On the whole, faculty and staff report good rapport with and respect for their supervisors.

“Metro State really is a family of individuals, dedicated to the betterment of our community and students. Although I must say that at times the family seems rather dysfunctional.”


Overarching Themes While employees value the mission of the institution, there are varying degrees of

understanding regarding Preeminence and the role/connection of some of the strategic initiatives.

Administration, faculty and staff express a need for improved communications. There is a desire for greater transparency, more inclusive processes and improved cross-functional communication.

Faculty experience of shared governance warrants attention. While there are mechanisms/processes in place to facilitate shared governance, there remains a sense that faculty (and staff) input is not fully considered/heard.

There are concerns regarding fairness, specifically related to consistent/equitable treatment, performance management and compensation.

Many report feeling unappreciated…that their contributions are not valued and that they are not sufficiently recognized/respected.

Faculty and staff report varying degrees of alignment across departments…and varying degrees of skill/effectiveness across different levels of leadership.


In their own words…I appreciate the College's mission and its outreach to the community. The College does not seek to only producing outstanding graduates, but it teaches those students, by example, how to go into the community and work to make it a better place.

I appreciate the hard working, caring, selfless employees who see working here as the 'service profession' that it is. I appreciate that we are helping students attain goals and that we can have such a profound positive effect on their lives.

I enjoy the campus itself. I love the location, and I enjoy perks such as concerts, the library, inexpensive rtd pass, etc. i also very much appreciate my coworkers as I think we work well together and sincerely care about each other's happiness.

Despite some of the low scores I gave, I am very happy at my job on a day to day basis. I enjoy the students and my colleagues tremendously.


Job Category (Overall % Positive)


School (Overall % Positive)


Divisions (Overall % Positive)


• Job Satisfaction • Supervisor Relationship• Pride• Diversity & Community

Strengths by Theme

“The mission of this institution is completely inline with my personal and professional missions. I believe in Metro and the impact we have on our surrounding communities. We have the ability and responsibility to positively shape what metro Denver is to become by providing access to, and success in, quality educational opportunities for our diverse, urban student.”


Job Satisfaction

Survey StatementMetropolitan

State College

Of

Denver(Positive %)

Metropolitan

State College

Of

Denver(Negative %)

1 My job makes good use of my skills and abilities. 73 7

2 I am given the responsibility and freedom to do my job. 75 9

5I understand how my job contributes to this institution’s mission.

84 3

25 Overall, my department is a good place to work. 76 7


Supervisor Relationship


State College

Of

Denver(Positive %)

Metropolitan

State College

Of

Denver(Negative %)

24 I have a good relationship with my supervisor/department chair. 80 7

3My supervisor/department chair makes his/her expectations clear.

68 13

15My supervisor/department chair regularly models this institution’s values.

68 11

12 I believe what I am told by my supervisor/department chair. 70 11


Pride


State College

Of

Denver(Positive %)

Metropolitan

State College

Of

Denver(Negative %)

36 I am proud to be part of this institution. 73 5

49 This institution actively contributes to the community. 77 3

29The institution takes reasonable steps to provide a safe and secure environment for the campus.

75 7

72 The overall appearance of the campus is pleasing. 66 11


Diversity & Community


State College

Of

Denver(Positive %)

Metropolitan

State College

Of

Denver(Negative %)

45At this institution, people are supportive of their colleagues regardless of their heritage or background.

71 9

50This institution places sufficient emphasis on having diverse faculty, administration and staff.

79 6

54This institution has clear and effective procedures for dealing with discrimination.

68 10

73This institution makes a genuine effort to involve a diverse group of faculty/staff on college initiatives.

68 8

74Overall, I am satisfied with the institution’s efforts to support and encourage the valuing of differences.

67 9


Opportunities by Theme

• Resources

• Communication & Collaboration

• Shared Governance

• Compensation, Benefits & Recognition

• Fairness

• Senior Leadership


Resources


State College

Of

Denver(Positive %)

Metropolitan

State College

Of

Denver(Negative %)

4 I am provided the resources I need to be effective in my job. 40 23

31The facilities (e.g., classrooms, offices, laboratories) adequately meet my needs.

35 34

78This institution commits appropriate resources to having sufficient technology.

37 35

28 My department has adequate faculty/staff to achieve our goals. 26 51

77 My workload is reasonable. 40 31


Communication


State College

Of

Denver(Positive %)

Metropolitan

State College

Of

Denver(Negative %)

8 When I offer a new idea, I believe it will be fully considered. 51 16

21In my department, we communicate openly about issues that impact each other’s work.

57 18

13We have opportunities to contribute to important decisions in my department.

56 17

14I can speak up or challenge a traditional way of doing something without fear of harming my career.

48 25


Communication


State College

Of

Denver(Positive %)

Metropolitan

State College

Of

Denver(Negative %)

22Changes that affect me are discussed prior to being implemented.

42 25

43At this institution, we discuss and debate issues respectfully to get better results.

37 20

55There is regular and open communication among faculty, administration and staff.

37 22

26 I can count on people to cooperate across departments. 43 17


Shared Governance


State College

Of

Denver(Positive %)

Metropolitan

State College

Of

Denver(Negative %)

39Faculty are appropriately involved in decisions related to the education program (e.g., curriculum development, evaluation).

55 16

80The role of staff in shared governance is clearly stated and publicized.

34 33

46Faculty, administration and staff work together to ensure the success of institution programs and initiatives.

50 13

“More organization and clarity of institution and departmental policies. Metro would be a better place to work if there was a 'we're in this together' team spirit engendered in staff and faculty. I feel that Metro operates in silos and it can be very, very difficult to accomplish anything across departments (particularly between administrators and faculty).”


Compensation, Benefits & Recognition


State College

Of

Denver(Positive %)

Metropolitan

State College

Of

Denver(Negative %)

11 I am paid fairly for my work. 30 50

65Individual performance is adequately factored into merit increases.

23 50

34 This institution’s benefits meet my needs. 48 26

9 I am regularly recognized for my contributions. 48 21

“There are days when it really feels like I am a Roadrunner about to become road kill. I know there are some who are trying very hard to prevent layoffs and furloughs. But there are others who seem to underestimate the importance of the work done…”


Fairness


State College

Of

Denver(Positive %)

Metropolitan

State College

Of

Denver(Negative %)

44This institution’s policies and practices ensure fair treatment for faculty, administration and staff.

39 25

18 Issues of low performance are addressed in my department. 41 27

17 Our review process accurately measures my job performance. 36 32

64I can make an official complaint without having to worry about losing my job or harming my career.

41 31

“Making sure everyone is treated fairly, no matter what division they work in. Some divisions appear to have more leeway with how things are handled in regards to institutional practices/policies.”


Senior Leadership


State College

Of

Denver(Positive %)

Metropolitan

State College

Of

Denver(Negative %)

32Our senior leadership has the knowledge, skills and experience necessary for institutional success.

55 14

79I trust senior leadership enough to follow them, even when I disagree with their decisions.

48 20

27Senior leadership provides a clear direction for this institution’s future.

46 24

48 Senior leadership regularly models this institution’s values. 55 17

41 Senior leadership communicates openly about important matters. 48 20


Senior LeadershipSeeing senior leadership visit our offices to support our efforts and demonstrate (at our level) that we're appreciated for what we do.

If the VPs were required and held accountable for working as a team and setting that example for the entire staff, it would be a much better place to work.

Senior level administration has improved. However, chairs and deans have declined in their honesty and inclusion of faculty in decision making. Additionally, the aforementioned leaders do little to provide the message accurately from the top level administrators leaving a feeling of distrust.

Many quality people have left the institution over the past two years which should be a concern for the institution. While I am sure many would state that they left for a "better opportunity," the truth is that studies show most people leave supervisors and cultures, not jobs. We need good leadership at the division and department levels now more than ever.


On Preeminence…In many cases the College needs to focus on core-competencies to obtain preeminence. It seems that numerous initiatives are continually being added when basic services, such as IT, Human Resources, and the enrollment services are less than adequate. At times it seems we are focused on picking the apple at the very top of the tree instead of focusing on the low-hanging fruit first. Metro State's mission makes the College unique, and by executing this mission to its fullest, we can obtain preeminence.

Many of the initiatives the institution is embracing are good ones. However, a systematic implementation seems to be missing. A little more focus on setting the goals, objectives and timelines and communicating them to the institution would get everyone on the same page. Also, given the economic and budget challenges, initiatives need to be prioritized so that departments can appropriately allocate their resources.

To be preeminent, we must treat the people who work here as preeminent - pay, benefits, respect. No amount of initiatives will change the way this college is perceived if those people who make up this college are underpaid and overworked. We, the faculty and staff, ARE the face of this institution.


Recommendations1. Communicate a high level summary of the survey results to faculty, staff and

appropriate leadership groups.

2. Ensure leaders across the university have the necessary training to provide day-to-day leadership…especially as related to coaching behaviors and creating a culture of appreciation and accountability.

3. Focus on quality communications…with an emphasis on interactive processes and “cross-functional” dialogue.

4. Create opportunities to reinforce confidence in the credibility and alignment of senior leadership…and to create greater alignment across all levels of leadership.

5. Address fairness concerns regarding compensation, performance management processes and consistency/equity.

6. Consider more specifically defining the Metro State “employee value proposition” (employment brand) to better capitalize on current strengths and differentiating qualities and to proactively manage employee expectations.


Alignment

“You’ve got to think about the big things while you’re doing the small

things, so that all the small things go in the right direction.”

Alvin Toffler

metropolitan state college of denver metropolitan state college of denver 2010 campus climate survey...

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