pulse: what happens next?. the session brief overview of results –top positive perceptions –top...
TRANSCRIPT
Pulse: what happens next?
The session
• Brief overview of results– Top positive perceptions– Top negative perceptions– Other issues
• What’s happened so far
• What still needs to be done?
Response rate
• Overall response rate of 40%
Academic/teaching, 39%
ALC, 50%
Clerical, 42%
Manual,22%
Technician, 39%
0%5%
10%15%20%25%30%35%40%45%50%
Response rate
Top positive perceptions
Generally, I enjoy my work 93%
I feel my department/section/support service/school delivers good quality service to students and other users
91%
The University is a good place to work 91%
The University provides a safe and secure working environment
90%
I feel my skills and experience are valued by colleagues 86%
My motivation at work is generally high 85%
I am satisfied with the non-pay benefits I receive 84%
++
Top negative perceptions
There is good communication between the various parts of the University
68%
I am satisfied with my pay in relation to people doing similar jobs in other organisations
60%
My chair/head of department/line manager/supervisor deals with poor performance in the team effectively
58%
I am satisfied with communication within the University 57%
The style of management in the University is generally open and consultative
54%
I am satisfied with the pay I receive for the work I do 53%
My development needs are regularly reviewed with my chair/head of department/line manager/supervisor
52%
--% respondents answering disagree or disagree strongly
Other issues
Is there a particular ‘burning issue’ related to your work experience that is making you actively consider alternative employment?
42%
Have you experienced harassment or bullying at work in the last 12 months?
15%
Have you felt discriminated against at work in the last 12 months?
12%
--% respondents answering ‘yes’
Summary
• Motivation and commitment
• Health & safety
• Working environment
• Non-pay benefits
• Development opportunities
• Communication
• Direction
• Harassment & bullying
• Discrimination
• Stress
• Performance & development
• Pay and benefits
• Car parking
--++
What’s happened so far?
Harassment • New policy & harassment contacts• Guidelines booklet to all staff
Stress • Stress survey
Communication • Team briefing pilot• Various other initiatives
Performance & development
• Annual review process to be developed
Pay & benefits • Pay and grading agreement
What else can be done?
• Other areas to address?
• How do we influence the results as managers?
• Further investigation?
• Re-surveying & improving response rates for future