state of michigan results report

State of MichiganResults Report

Table of contents

Overview 3 – 7

State of Michigan 2020 Employee Survey 3

Methodology 4

Employee engagement 5

Respondents by demographic 6

Response rates 7

Summary and Results 8 – 11

Key Findings 8

Engagement scores – Agencies 9

Agree scores – Agencies 10

Greatest change – Agree scores 11

Employee Landscape 12 – 15

Overall 12

Trends 13

Agencies 14

Demographics 15

Drivers of Engagement 16 – 21

Summary 16

Driver Matrix 17 – 21

Positive Work Elements and Barriers to Productivity – Top Ten Items 22 – 23

Comments Distribution 24

Appendix 25 – 40

Survey question results by theme 26 – 33

Long-term trends 34 – 36

Results: Intent to stay – Agencies 37 – 38

Response profile – By demographic 39 – 40

22020 State of Michigan Employee Survey

Overview | State of Michigan 2020 Employee Survey

Survey objectives

The State of Michigan (SoM) 2020 Employee Survey is an important part of our focus on customer service, excellence, innovation, integrity, equity and inclusion, and transparency. The survey helps ensure a work culture in which employees are highly engaged, respected, and valued, and have the opportunity to express and explore views on issues related to their jobs.

Objectives for the 2020 survey are:

• Measure employee perceptions of their job, leadership, communications, colleagues, diversity, equity and inclusion, and theirengagement across the SoM

• Determine areas where employees indicate the greatest need for change, and use that information to accelerate corrective actions

• Validate for employees that their views are heard, acted upon, and that leadership is held accountable for addressing those issues that are important to employees

• Utilize industry benchmark data for comparison purposes and for establishing new goals

• Determine follow-up actions to increase engagement and promote an environment of equity and inclusion.


Overview | Methodology

4

Survey methodology

• One questionnaire was deployed via the web to 46,941 SoM employees from March 2, 2020 to March 23, 2020

• Survey items are on a 5-point scale (1 = Strongly Disagree, 2 = Disagree, 3 = Neutral, 4 = Agree, 5 = Strongly Agree)

- Agree score is the percentage of responses that are a 4 or 5 (Agree or Strongly Agree)

- The higher the reported Agree score, the more favorable the result

- 63 core items were included along with one positive work elements question, one barriers to productivity question, and 9 open-ended questions

• All survey responses are anonymous and a minimum of 10 respondents required for each group to be reported separately

• Survey questionnaire included standard demographic questions and questions measuring Employee Engagement, Diversity, Equity & Inclusion, Department Leadership and Communications, My Immediate Supervisor, My Workgroup/Colleagues, and My Job

• Results in this report are shown for 2020 compared to 2018, where possible; in some cases, comparisons to prior years are shown

• Throughout this report:

- N/A is due to changes in organization or did not participate in survey

- Data for LEO prior to 2020 is for the former Department of Talent and Economic Development (TED)

- MDOS data shown as 2018 is from the MDOS 2019 Employee Engagement Survey

• Benchmarks in this report cover organizations that are customer focused and high performing:

- The Services Industry benchmark represents a variety of services organizations, such as professional and travel/hospitality

- The Public Sector Industry Benchmark represents a variety of state, local and federal organizations

- The High Performing benchmark represents leading organizations in their respective industries (Manufacturing, Services, Healthcare/Hospital, Retail, Telecommunications, and Utilities) that have shown sustained financial success/growth


Overview | Employee engagement

Advocacy CommitmentDiscretionary Effort Pride Achievement Alignment

• I would recommend the State of Michigan to friends and family as a great place to work.

• I intend to stay with the State of Michigan for at least another 12 months.

• My colleagues go beyond what is expected for the success of the State of Michigan.

• I am proud to work for the State of Michigan.

• My colleagues are passionate about providing exceptional customer service.

• I understand how my job contributes to the mission of the State of Michigan.

Engagement

5

What is employee engagement?

Employee engagement is the strong and positive connection between a person and his or her job. It inspires significant outcomes of real value. When our employees are truly engaged, the state of Michigan reaches its full potential.

Specifically, employee engagement encompasses:

• The extent to which employees have a desire to act and apply discretionary effort to drive outcomes

• More than satisfaction, includes involvement or “buy-in”

• Employees that are more likely to want to stay with the organization and invest discretionary effort

• Better outcomes, such as higher levels of customer satisfaction


Overview | Respondents by demographic

Education Employment Group

0%

2%

16%

17%

18%

46%

Some High School

Ph.D., J.D., M.D., otherprofessional degree

Associate’s Degree

Master’s Degree

High School Graduate/GED

Bachelor’s Degree

1%

2%

4%

15%

32%

46%

Unclassified/Specialappointees

Other

Group 4/SES: Executivesand administrators

Group 3: Managers andsupervisors

Group 1: Non-degreed, non-supervisory classifications

Group 2: Degreed, non-supervisory classifications

Age

Gender Identity

3%

43%

54%

I do notidentify

with eitherMale orFemale

Male

Female

Race

0%

1%

1%

2%

3%

4%

11%

77%

Native Hawaiian or OtherPacific Islander

Asian

American Indian or AlaskanNative

Hispanic or Latino

Two or more races

Other

Black or African American

White

Tenure

6%

19%

19%

25%

31%

30 years or more

20 years to less than30 years

Less than 3 years

10 years to less than 20 years

3 years to less than 10 years

3%

20%

20%

27%

29%

Under 25

55 and over

25-34

35-44

45-54


Overview | Response rates

Invited 2020

Surveys completed

2020Response rate 2020

Response rate 2018

Response rate 2017

Response rate 2015

Response rate 2013

Response rate 2012

State of Michigan Overall SoM 46,941 27,334 58% 74% 76% 71% 68% 58%

Agriculture & Rural Development MDARD 445 413 93% 97% 98% 92% 88% 81%

Treasury TREAS 1,333 1,159 87% 91% 79% 74% 82% 78%

Civil Service Commission CSC 458 395 86% 88% 79% 78% 72% 68%

Veterans Affairs Agency MVAA 39 33 85% 72% 73% 57% 61% N/A

Natural Resources DNR 1,692 1,413 84% 80% 86% 86% 84% 69%

Environment, Great Lakes, and Energy EGLE 1,207 938 78% 82% 78% 83% 81% 81%

Transportation MDOT 2,747 2,100 76% 73% 80% 75% 67% 60%

State Police MSP 2,943 2,145 73% 93% 93% 95% 88% 68%

Gaming Control Board MGCB 138 96 70% 92% 94% 94% 74% 91%

Licensing & Regulatory Affairs LARA 1,541 1,019 66% 84% 85% 87% 72% 63%

Labor and Economic Opportunity LEO 2,444 1,570 64% 83% 78% 93% N/A N/A

Technology, Management, and Budget DTMB 2,963 1,932 65% 86% 91% 88% 72% 66%

Lottery MSL 212 133 63% 87% 75% 82% 84% 68%

Insurance and Financial Services DIFS 301 184 61% 88% 88% 94% 78% N/A

Education MDE 504 297 59% 82% 81% 85% 86% 79%

Department of State MDOS 1,405 771 55% 76% N/A N/A N/A N/A

Health and Human Services DHHS 14,042 7,317 52% 69% 67% 56% 60% 51%

Corrections MDOC 11,604 5,200 45% 62% 72% 71% 56% 48%

Civil Rights MDCR 93 31 33% 78% 84% 90% 71% 62%

Military & Veterans Affairs DMVA 748 170 23% 70% 67% 61% 69% 30%

7

Note: Response rates table is sorted by 2020 response rate.


Summary | Key Findings

8

Measure

Sate of Michigan

2020

State of Michigan

2018

State of Michigan

2017

State of Michigan

2015

State of Michigan

2013

State of Michigan

2012Services

benchmark

High performing benchmark

Public Sector

benchmark

Engagement score 79% 75% 76% 72% 70% 69% 69% 85% 61%

Agree score 67% 64% 65% 61% 60% 58% 67% 82% 56%

Champions 58% 53% 54% 48% 42% 40% 49% 70% 36%


Analysis of State of Michigan Employee Surveys includes a focus on three key three measures:

• Engagement score: percentage of responses that are a 4 or 5 (Agree or Strongly Agree) for six engagement questions (see page 9)

• Agree score: percentage of responses that are a 4 or 5 (Agree or Strongly Agree) for all questions (see pages 10 & 11)

• Champions: percentage of employees whose responses to the six engagement questions indicate a high level of engagement and a high likelihood of staying at the State of Michigan (see pages 12 to 15)

Increases in these three key measures over time indicates an increase in employee engagement across the state.

69% 70% 72% 76% 75% 79%

2012 2013 2015 2017 2018 2020

Engagement Score

58% 60% 61% 65% 64% 67%

2012 2013 2015 2017 2018 2020

Agree Score

40% 42% 48%54% 53% 58%

2012 2013 2015 2017 2018 2020

Champions

79% 82% 84% 80%86%

81%85% 86% 85% 80%

80%75% 80% 82% 86%

74%

80% 83%87%

83%

78%78%

2020 2018

79%

87%

72%

90%

64%

78%84% 87%

83% 79% 80%75%

86%79%

86%

62%

78%79% 82% 84%

75%

81%

Results | Engagement scores – Agencies

The Engagement score is the percentage of responses that are a 4 or 5 (Agree or Strongly Agree) for six engagement questions:

• I would recommend the State of Michigan to friends and family as a great place to work.

• I intend to stay with the State of Michigan for at least another 12 months.

• My colleagues go beyond what is expected for the success of the State of Michigan.

SoM Overall MDARD MDCR CSC MDOC MDOS MDE EGLE MGCB DHHS DIFS

9

SoM Overall LEO LARA MSL MVAA DMVA DNR MSP DTMB MDOT TREAS

• I am proud to work for the State of Michigan.

• My colleagues are passionate about providing exceptional customer service.

• I understand how my job contributes to the mission of the State of Michigan.

High Performing Benchmark = 85%Services Benchmark = 69%Public Sector Benchmark = 61%


67%76%

53%

80%

55%

64%70% 73%

76%

66% 68%64%

73%67%

77%

52%

63%66%

68%

78%

62% 70%

67%70% 74% 71% 72%

67%72% 75% 76% 72% 70%

64% 68%71%

78%

61%

66% 68%

76% 74% 69%68%

2020 2018

Results | Agree scores – Agencies

The Agree score is the percentage of responses that are a 4 or 5 (Agree or Strongly Agree) for all questions

10



High Performing Benchmark = 82%Services Benchmark = 67%Public Sector Benchmark = 56%


Results | Greatest change – Agree scores

The Agree Score is the percent of responses that are a 4 or 5 (Agree or Strongly Agree) for all questions.

2020 2018Percentage point

difference

Agree Score

Greatest increase

I am aware of employee engagement initiatives taking place in my department.

60% 44% +16

Department leadership is creating a culture of continuous improvement as an on-going effort to improve services and processes.

55% 47% +8

I have seen meaningful action taken in my department as a result of employee engagement surveys.

39% 32% +7

My department keeps employees informed about matters affecting us.

60% 53% +7

My department leadership communicates openly, honestly, and in a timely manner with employees.

57% 50% +7

Greatest decrease

My supervisor gives me regular feedback that helps me improve my performance.

70% 71% -1


Employee landscape | Overall

Employee Landscape provides a way to categorize and assess various employee types over time. This technique segments respondentsinto four different characteristics based on their responses to the SoM engagement questions and their likelihood of staying with the organization.

Profile Characteristics

Champions • Higher level of engagement and high likelihood of staying

• Strong identification with organization objectives

• High level of loyalty to the organization

• High level of willingness to cooperate and motivate colleagues

Tenants • Higher level of engagement and low likelihood of staying

• Very satisfied/“Free Agents”/Lower loyalty

• Have a stabilizing effect on the organization

• Straightforward, however, need to be directed

Disconnected • Lower level of engagement and low likelihood of staying

• Dissatisfied and disengaged

• More frustrated than dedicated

• Under-utilized resources of the organization

• Ready to change jobs when opportunities become available

Captives • Lower level of engagement and high likelihood of staying

• Greatest opportunity to convert to Champions

• Often complete their work but rarely go “above and beyond”

1 Based on average of Employee Engagement Index questions not including “I intend to stay with the State of Michigan for at least another 12 months” question (High >= 4.0, Low < 4.0)2 Based on responses to “I intend to stay with the State of Michigan for at least another 12 months” question (High >= 4.0, Low < 4.0)

Notes: Percentages may not equal 100% due to rounding. Landscape was calculated only for employees who answered all six Engagement Index items. High Performing, Services, and Public Sector are benchmark percentages for 2020.

12

Tenants: 3%

2018: 4%

2017: 3%

High Performing: 6%

Services: 5%

Public Sector: 3%

Champions: 58%

2018: 53%

2017: 54%

High Performing: 70%

Services: 49%

Public Sector: 36%

Captives: 30%

2018: 33%

2017: 34%

High Performing: 15%

Services: 26%

Public Sector: 40%

Disconnected: 9%

2018: 10%

2017: 9%

High Performing: 9%

Services: 20%

Public Sector: 20%

Likelihood of Staying 2

Low High

Low

High

Le

ve

l o

f E

ng

ag

em

en

t 1


Employee landscape | TrendsTenants and Disconnected percentages have remained about the same over time. Captives percentages have decreased over time, indicating a conversion of Captives to Champions.

1 Based on average of Employee Engagement Index questions not including “I intend to stay with the State of Michigan for at least another 12 months” question (High >= 4.0, Low < 4.0)2 Based on responses to “I intend to stay with the State of Michigan for at least another 12 months” question (High >= 4.0, Low < 4.0)

Notes: Percentages may not equal 100% due to rounding. Landscape was calculated only for employees who answered all six Engagement Index items.


Likelihood of Staying 2Low High

Low

High

Le

ve

l o

f E

ng

ag

em

en

t1

2% 2% 3% 3% 4% 3%

2012 2013 2015 2017 2018 2020

Tenants

10% 11% 10% 9% 10% 9%

2012 2013 2015 2017 2018 2020

Disconnected

40% 42%48%

54% 53%58%

2012 2013 2015 2017 2018 2020

Champions

48%45%

39%34% 33%

30%

2012 2013 2015 2017 2018 2020

Captives

Employee landscape | Agencies

Champions Tenants Disconnected Captives

2020 2018 2020 2018 2020 2018 2020 2018

SoM State of Michigan Overall 58% 53% 3% 4% 9% 10% 30% 33%

CSC Civil Service Commission 77% 70% 3% 4% 4% 6% 16% 19%

MDARD Agriculture & Rural Development 72% 67% 4% 5% 5% 6% 19% 22%

EGLE Environment, Great Lakes, and Energy 70% 60% 20% 4% 4% 7% 6% 28%

MSP State Police 70% 74% 5% 4% 5% 5% 20% 18%

DTMB Technology, Management, and Budget 70% 66% 4% 4% 7% 7% 19% 23%

MVAA Veterans Affairs Agency 70% 47% 3% 5% 15% 14% 12% 35%

MDE Education 67% 58% 7% 7% 8% 11% 19% 23%

LARA Licensing & Regulatory Affairs 67% 62% 5% 5% 6% 7% 22% 26%

DNR Natural Resources 67% 63% 3% 4% 5% 7% 24% 26%

MGCB Gaming Control Board 63% 68% 5% 6% 7% 7% 25% 18%

DIFS Insurance and Financial Services 63% 61% 2% 6% 11% 9% 24% 24%

LEO Labor and Economic Opportunity 63% 58% 5% 6% 8% 11% 24% 25%

DMVA Military & Veterans Affairs 63% 62% 2% 3% 9% 7% 25% 28%

MSL Lottery 62% 74% 6% 5% 10% 3% 23% 19%

MDOT Transportation 60% 55% 4% 4% 10% 10% 26% 30%

TREAS Treasury 59% 54% 3% 3% 7% 9% 30% 33%

MDOS Department of State 57% 53% 4% 4% 10% 10% 29% 33%

DHHS Health and Human Services 57% 51% 3% 3% 9% 10% 32% 35%

MDCR Civil Rights 39% 50% 10% 10% 13% 11% 39% 29%

MDOC Corrections 38% 35% 1% 2% 14% 15% 47% 48%

14

Note: Agencies Employee landscape table is sorted by 2020 Champions percentage


Employee landscape | Demographics


2020 2018 2020 2018 2020 2018 2020 2018

State of Michigan Overall 58% 53% 3% 4% 9% 10% 30% 33%

Race

American Indian/Alaskan Native 53% 46% 2% 3% 8% 8% 36% 43%

Asian 71% 71% 4% 3% 7% 9% 18% 17%

Black 60% 56% 4% 3% 8% 9% 28% 32%

Hispanic/Latino 63% 60% 1% 4% 8% 9% 28% 28%

White 60% 55% 3% 4% 8% 9% 29% 32%

Native Hawaiian or Other Pacific Islander 39% 50% 0% 0% 17% 9% 43% 41%

Two or more races 52% 46% 3% 3% 12% 14% 32% 37%

Other 39% 39% 3% 3% 17% 20% 40% 38%

Gender

Female 61% 55% 3% 4% 7% 9% 29% 32%

Male 58% 53% 3% 3% 9% 11% 29% 32%

I do not identify with either Male or Female 32% N/A 3% N/A 20% N/A 45% N/A

Age Range

Under 25 61% 58% 6% 8% 11% 11% 22% 23%

25-34 57% 54% 3% 3% 10% 11% 30% 32%

35-44 59% 54% 2% 2% 8% 9% 31% 34%

45-54 59% 55% 2% 2% 7% 8% 32% 35%

55 and Over 60% 54% 6% 7% 9% 11% 25% 28%

Tenure

Less than 3 years 66% 63% 3% 3% 8% 8% 23% 26%

3 years to less than 10 years 58% 52% 2% 3% 9% 11% 31% 34%



30 years or more 57% 52% 11% 12% 11% 13% 21% 23%

Employment Group

Group 1: Non-degreed, non-supervisory classifications 53% 49% 3% 3% 10% 12% 35% 37%

Group 2: Degreed, non-supervisory classifications 60% 55% 3% 3% 8% 9% 28% 33%

Group 3: Managers and supervisors 63% 59% 3% 4% 7% 8% 27% 30%

Group 4/SES: Executives and administrators 79% 75% 7% 8% 4% 5% 10% 12%

Unclassified/Special appointees 66% 53% 4% 20% 5% 7% 25% 20%

MEDC Corporate 57% 74% 15% 9% 9% 9% 19% 7%

Other 42% 42% 3% 4% 17% 17% 38% 37%


Organizational strengths Opportunities for improvement

What drives engagement

across the State of Michigan?

DepartmentCommunications

The Job

Diversity, Equity and Inclusion

Customer Focus

Relationships(Colleagues and Immediate Supervisor)

Department Leadership

Drivers of engagement | Summary


Driver matrix | Description

What is the Driver Matrix?

• The Driver Matrix identifies items and themes that drive engagement, enabling more focused action planning.

• The Driver Matrix categorizes each item based on its correlation with the engagement index as well as its need for improvement, as measured by the Agree Score.

Priority

• High correlation to engagement index and low agree score. The greatest opportunities to increase engagement are identified in the Priority box.

Enhance

• High correlation to engagement index and medium agree score. Opportunity exists to move these items to the Preserve box by increasing their agree scores.

Preserve

• High correlation to engagement index and high agree score. Organizations should be conscious of maintaining its Preserve items.

Monitor

• Low agree score but low correlation to engagement index. Items in the Monitor section may not be high pay-off investments.

Pass

• High agree score and low correlation to engagement index. Maintain current levels of focus on these items.

1 Based on correlation with Engagement Index

17

High

Low

StrongModerate

Drivers of Engagement1

Ag

re

e S

co

re

Priority

Preserve

Monitor

Pass

Enhance


Driver matrix | By survey theme


Note: Numbers in parentheses represent the 2020 Agree score for each item

High

Low

StrongModerate


Ag

re

e S

co

re

Priority

Preserve

Monitor

Pass

Enhance My Job (53%)Communications (56%)

18

Department Leadership (52%)Department Leadership

My JobDiversity and Inclusion

2018 Priority

2018 Enhance

2018 PreserveMy Workgroup


Driver matrix | Priority Items



*Indicates a 2018 Priority item

19

High

Low

StrongModerate


Ag

re

e S

co

re

Priority

Preserve

Monitor

Pass

Enhance


• My work group has a climate in which diverse perspectives are encouraged and valued. (60%)

• Sufficient effort is made to get the opinions of people who work here. * (51%)

• The State of Michigan has an inclusive work environment where individual differences are respected. * (60%)

Department Communications

• When changes occur, leadership does a good job explaining the reason behind them (the "why" and not just the "what"). (46%)

• My department keeps employees informed about matters affecting us. * (60%)

• My department leadership communicates openly, honestly, and in a timely manner with employees. * (57%)

• Department leadership gives employees a clear picture of the direction my department is headed. * (54%)


• I have seen meaningful action taken in my department as a result of employee engagement surveys. * (39%)

• My department is serious about change. * (54%)

• Department leadership is interested in the well-being of employees. * (55%)

• I am confident department leadership is leading us in the right direction for success. * (49%)

• Department leadership is creating a culture of continuous improvement as an on-going effort to improve services and processes. * (55%)


Driver matrix | Enhance Items



*Indicates a 2018 Enhance item

20

High

Low

StrongModerate


Ag

re

e S

co

re

Priority

Preserve

Monitor

Pass

Enhance

My Workgroup / Colleagues

• Within my department, there is effective teamwork between my work group and other work groups. (71%)

• My work group constantly looks for better ways to serve our customers. * (73%)


• Employees at the State of Michigan are able to contribute to their fullest potential (without regard to such characteristics as religion, race, color, national origin, age, sex, sexual orientation, height, weight, marital status, partisan considerations, or a disability or genetic information that is unrelated to the person’s ability to perform the duties of a particular job or position). * (71%)

• The State of Michigan's efforts to ensure and improve a culture of inclusion are continuous and visible. (61%)

Department Communications

• I get the information I need to be productive in my job. * (63%)


• I have a clear understanding of my department's strategic objectives. (61%)

My Job

• I am empowered to make decisions that help me get my job done effectively. * (73%)

• I am encouraged to come up with new and better ways of doing things. * (65%)

• My job makes good use of my skills and abilities. * (71%)

• I feel energized by the work I do. * (62%)

• My career goals can be met at the State of Michigan. * (63%)

• My job gives me a feeling of personal accomplishment. * (70%)


Driver matrix | Preserve Items



*Indicates a 2018 Preserve item

21

High

Low

StrongModerate


Ag

re

e S

co

re

Priority

Preserve

Monitor

Pass

Enhance

My Workgroup / Colleagues

• I am treated with dignity and respect by my colleagues. (81%)

• My co-workers are treated with dignity and respect by their colleagues. (76%)

• My work group consistently delivers a high level of customer service. * (80%)

My Job

• I understand what is expected of me in order for my department to achieve its strategic objectives. * (77%)

• I understand how the work I do makes a difference in the lives of the people of the State of Michigan. * (86%)


Positive work elements| Top ten items

Employees were asked to select elements of their current work experience that they enjoy/appreciate the most:

Top ten most selected positive elementsPercent of respondents mentioning

2020 2018

Making a difference for our customers 51% 52%

My health care and retirement benefits (e.g., pension, 401K) 50% 48%

My Team 49% 46%

My immediate supervisor 41% 31%

My salary/pay 41% 39%

Making use of my skills in a meaningful way each day 39% 41%

Work flexibility options 39% 39%

Feeling included and involved (part of something) 24% 25%

Feeling appreciated 21% 21%

Autonomy and empowerment 20% 21%


Barriers to productivity | Top ten items

Employees were asked to select issues that commonly prevent them from being fully productive at work:

23

Top ten most selected issuesPercent of respondents mentioning

2020 2018

Not enough staff to help get work done 36% 43%

Unnecessary paperwork 26% 28%

Outdated technology or lack of technology 22% 22%

Too many procedures and policies 21% 21%

Responding to unanticipated issues 18% 10%

Too many emails 17% 17%

There are no issues preventing me from being fully productive at work 16% 15%

Teammates whose skill levels are not suited for the job 14% 15%

Other 14% 15%

Inadequate training 13% 14%

Doing work beyond the scope of my job 13% 13%


Comments | Distribution

Survey respondents were asked the following open-ended item:

“You may choose to comment on one or more of the topics below.”

15% 14%12% 12%

10% 10% 10% 9% 8%

18%16%

14% 13% 13%

10%

MyImmediateSupervisor

CareerOpportunities

& Training

Leadership Comp-ensation

Comm-unications

Other/General

Tools/Resources

Recognition Diversity,Equity &Inclusion

2020 2018

Notes: Values above represent the percent of total comments that were provided for each topic.

No values for 2018 indicates a change in topic description on the 2020 survey.

63,472 total comments provided on these topics in 2020. 57,787 total comments provided on these topics in 2018.


Appendix


Survey question results by theme 26 – 33

Employee engagement 26

Diversity, equity and inclusion 27

Communications 28

Department leadership 29

My immediate supervisor 30

My workgroup/colleagues 31

My job 32 – 33

Long-term trends 34 – 36

Engagement scores 34

Engagement scores by item 35

Employee landscape 36

Results: Intent to stay – Agencies 37 – 38

Response profile – By demographic 39 – 40

Employee engagement

Note: Percentages may not equal 100% due to rounding.

69% 68% 61% 60% 53% 65% 85%

86% 88% 87% 87% 88% 74% 85%

67% 67% 64% 60% 61% 62% 80%

77% 78% 73% 74% 70% 70% 85%

66% 66% 63% 59% 61% 68% 87%

87% 88% 85% 79% 78% 77% 88%

2018 %

Agree

2017 %

Agree

2015 %

Agree

2013 %

Agree

2012%

AgreeServices

BenchmarkHigh Perf.

Benchmark

89%

71%

81%

70%

88%

73%

8%

21%

15%

20%

8%

17%

3%

9%

5%

10%

4%

10%

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

% Agree %Neutral % Disagree

I would recommend the State of Michigan to friends and family as a great place to work.

I intend to stay with the State of Michigan for at least another 12 months.

My colleagues go beyond what is expected for the success of the State of Michigan.

I am proud to work for the State of Michigan.

My colleagues are passionate about providing exceptional customer service.

I understand how my job contributes to the mission of the State of Michigan.

26

2020


Diversity, equity and inclusion

Sufficient effort is made to get the opinions of people who work here.

The State of Michigan has an inclusive work environment where individual differences are respected.

I believe that employee diversity is important to our success.

I provide my opinions without fear of retaliation or retribution.

My work group has a climate in which diverse perspectives are encouraged and valued.

Employees at the State of Michigan are able to contribute to their fullest potential (without regard to…).

The State of Michigan's efforts to ensure and improve a culture of inclusion are continuous and visible.

47% 47% 44% 39% 34% 62% 80%

55% 55% 53% 50% 48% N/A N/A

81% 81% 79% 75% 74% N/A N/A

53% 53% 51% 47% 46% 66% 81%

57% 57% 52% 56% 55% 67% 82%

66% 66% 62% 60% 57% N/A N/A

N/A N/A N/A N/A N/A N/A N/A

27

2020

61%

71%

60%

55%

82%

60%

51%

26%

17%

22%

19%

13%

23%

23%

13%

12%

18%

26%

5%

18%

26%

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


2018 %

Agree

2017 %

Agree

2015 %

Agree

2013 %

Agree

2012%

AgreeServices

BenchmarkHigh Perf.

Benchmark



Communications

My department leadership communicates openly, honestly and in a timely manner with employees.

My department keeps employees informed about matters affecting us.

When changes occur, leadership does a good job explaining the reason behind them (the "why" and not just the "what").

I get the information I need to be productive in my job.

Department leadership gives employees a clear picture of the direction my department is headed.

50% 51% 46% 41% 37% N/A N/A

53% 53% 47% 45% 42% 63% 81%

N/A N/A N/A N/A N/A 59% 78%

60% 60% 55% 55% 54% 71% 86%

49% 49% 44% 42% 37% 64% 80%

54%

63%

46%

60%

57%

25%

21%

24%

19%

19%

22%

15%

30%

21%

24%

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


28

20202018

% Agree

2017 %

Agree

2015 %

Agree

2013 %

Agree

2012%

AgreeServices

BenchmarkHigh Perf.

Benchmark



Department leadership

49% 48% 44% 41% 36% 60% 79%

52% 53% 49% 48% 45% 62% 77%

44% 45% 39% 39% 33% N/A N/A

40% 41% 36% 35% 44% N/A N/A

47% 47% 42% 40% 39% N/A N/A

55% 55% 59% N/A N/A N/A N/A

44% 46% 42% 43% N/A N/A N/A

48% N/A N/A N/A N/A N/A N/A

32% 33% 31% N/A N/A 56% 76%39%

54%

60%

61%

55%

45%

49%

54%

55%

33%

25%

22%

23%

26%

30%

30%

30%

21%

28%

21%

18%

16%

19%

26%

21%

16%

23%

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


Department leadership is interested in the well-being of employees.

My department is serious about change.

I am confident department leadership is leading us in the right direction for success.

Department leadership makes decisions in a timely fashion.

Department leadership is creating a culture of continuous improvement as an on-going effort to improve services and processes.

I have a clear understanding of my department's strategic objectives.

I am aware of employee engagement initiatives taking place in my department.

I am aware of process improvement initiatives taking place in my department.

I have seen meaningful action taken in my department as a result of employee engagement surveys.

29

20202018

% Agree

2017 %

Agree

2015 %

Agree

2013 %

Agree

2012%

AgreeServices

BenchmarkHigh Perf.

Benchmark



My immediate supervisor

82%

74%

69%

64%

71%

76%

62%

73%

86%

73%

70%

10%

14%

20%

18%

15%

13%

19%

15%

9%

14%

15%

8%

12%

10%

18%

14%

11%

19%

12%

4%

13%

15%

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


My supervisor gives me regular feedback that helps me improve my performance.

My supervisor recognizes me when I do a good job.

My supervisor holds me accountable for the quality of my work.

My supervisor clearly communicates their expectations of me.

I feel my supervisor takes an active interest in my career development.

I have effective two-way communication with my supervisor.

My supervisor's actions are consistent with what they say.

My supervisor effectively balances the workload across our work group or team.

My supervisor encourages inclusive practices.

My supervisor keeps me and my work group informed about matters affecting us and our work.

I am treated with dignity and respect by my supervisor.

71% 71% 67% 64% 63% 64% 80%

72% 72% 69% 67% 66% 66% 80%

86% 86% 84% 85% 85% 70% 82%

72% 72% 68% 68% 67% 71% 83%

59% 58% 53% 50% 47% 57% 75%

74% 74% 71% 71% 72% N/A N/A

69% 69% 65% 63% 63% N/A N/A

61% 61% 57% 55% 54% N/A N/A




30

20202018

% Agree

2017 %

Agree

2015 %

Agree

2013 %

Agree

2012%

AgreeServices

BenchmarkHigh Perf.

Benchmark



My workgroup/colleagues

81%

76%

80%

73%

71%

80%

12%

15%

14%

19%

17%

12%

7%

9%

6%

8%

12%

8%

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


The people I work with cooperate well together to get the job done.

Within my department, there is effective teamwork between my work group and other work groups.

My work group constantly looks for better ways to serve our customers.

My work group consistently delivers a high level of customer service.

My co-workers are treated with dignity and respect by their colleagues.

I am treated with dignity and respect by my colleagues.

77% 78% 76% 73% 74% 74% 84%

68% 68% 63% 58% 58% N/A N/A

69% 70% 65% 66% 66% N/A N/A

77% 78% 73% 75% 76% N/A N/A

73% 73% 68% 64% 66% 71% 83%

79% 79% 74% 74% 75% N/A N/A

31

20202018

% Agree

2017 %

Agree

2015 %

Agree

2013 %

Agree

2012%

AgreeServices

BenchmarkHigh Perf.

Benchmark



My job

66%

50%

86%

68%

70%

71%

65%

87%

62%

53%

20%

21%

10%

16%

17%

15%

18%

8%

22%

28%

14%

29%

4%

15%

13%

14%

16%

5%

16%

18%

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


I believe that my participation in this survey is anonymous.

I feel energized by the work I do.

I have a clear idea of my job responsibilities.

I am encouraged to come up with new and better ways of doing things.

My job makes good use of my skills and abilities.

My job gives me a feeling of personal accomplishment.

I have the materials/tools/equipment I need to do my job well.

I understand how the work I do makes a difference in the lives of the people of the State of Michigan.

I believe I have the opportunity for growth in my current job.

I receive the training I need to do a quality job.


59% N/A N/A N/A N/A 62% 81%

86% 89% 87% 85% 83% 82% 85%

62% 65% 62% 55% 53% 66% 80%

68% 71% 67% 68% 68% 76% 86%

66% 67% 64% 64% 63% 70% 84%

64% 65% 60% 59% 58% 75% 84%

84% 84% 82% 83% 84% N/A N/A

48% 49% 43% 40% 39% 67% 82%

62% 63% 58% 57% 56% 72% 83%

32

20202018

% Agree

2017 %

Agree

2015 %

Agree

2013 %

Agree

2012%

AgreeServices

BenchmarkHigh Perf.

Benchmark



My job (continued)

77%

57%

78%

73%

73%

76%

63%

78%

63%

16%

22%

12%

15%

17%

14%

18%

13%

24%

7%

21%

10%

12%

10%

10%

19%

9%

14%

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


My career goals can be met at the State of Michigan.

The State of Michigan's benefit plans (i.e., health insurance, vacation, etc.) meet my needs.

I am paid fairly for the work I do.

I understand how my performance on the job is evaluated.

I think my job performance is evaluated fairly.

I am empowered to make decisions that help me get my job done effectively.

I am generally able to balance my job and personal/family life.

At work, I am free of obstacles that prevent me from accomplishing the goals of my position.

I understand what is expected of me in order for my department to achieve its strategic objectives.

59% 60% 54% 53% 51% N/A N/A

73% 71% 63% N/A N/A 67% 83%

61% 62% 59% 56% 54% 62% 80%

75% 77% 74% 73% 74% 76% 86%

70% 71% 67% 65% 67% N/A N/A

70% 72% 70% N/A N/A 69% 80%

77% 80% 80% 79% 79% 62% 76%

54% 55% 51% N/A N/A N/A N/A

75% 76% 66% N/A N/A N/A N/A

33

20202018

% Agree

2017 %

Agree

2015 %

Agree

2013 %

Agree

2012%

AgreeServices

BenchmarkHigh Perf.

Benchmark



Long-term trends | Engagement scores

69% 70%72%

76% 75%79%79%

77%

74%

76%

71%69%

80%

86%

80% 80%82%

85%

54% 54% 55%

58% 58%

61%

2012 2013 2015 2017 2018 2020

State of Michigan Services Benchmark High Performing Benchmark Public Sector


Long-term trends | Engagement scores by item

Engagement scores – % Agree

88%87% 87%

88%

86%

88%

78%

79%

85%

88%

87%

89%

70%

74%73%

78%77%

81%

61%60%

64%

67%67%

70%

61%

59%

63%66% 66%

70%

53%

60%

61%

68%69%

73%

2012 2013 2015 2017 2018 2020

I intend to stay with the State of Michigan for atleast another 12 months.

I understand how my job contributes to themission of the State of Michigan.

I am proud to work for the State of Michigan.

My colleagues go beyond what is expected forthe success of the State of Michigan.

My colleagues are passionate about providingexceptional customer service.

I would recommend the State of Michigan tofriends and family as a great place to work.


Long-term trends | Employee landscape


2020 2018 2017 2015 2013 2012 2020 2018 2017 2015 2013 2012 2020 2018 2017 2015 2013 2012 2020 2018 2017 2015 2013 2012

SoM 58% 53% 54% 48% 42% 40% 3% 4% 3% 3% 2% 2% 9% 10% 9% 10% 11% 10% 30% 33% 34% 39% 45% 48%

MDARD 72% 67% 64% 61% 57% 56% 4% 5% 5% 4% 3% 2% 5% 6% 11% 10% 9% 6% 19% 22% 20% 25% 31% 36%

MDCR 39% 50% 50% 36% 34% 49% 10% 10% 1% 8% 7% 0% 13% 11% 22% 28% 13% 15% 39% 29% 26% 28% 45% 36%

CSC 77% 70% 69% 62% 61% 53% 3% 4% 3% 3% 2% 2% 4% 6% 3% 7% 5% 7% 16% 19% 25% 28% 32% 38%

MDOC 38% 35% 38% 31% 21% 18% 1% 2% 2% 1% 1% 1% 14% 15% 11% 13% 15% 14% 47% 48% 49% 55% 63% 68%

MDOS 57% 53% N/A N/A N/A N/A 4% 4% N/A N/A N/A N/A 10% 10% N/A N/A N/A N/A 29% 33% N/A N/A N/A N/A

MDE 67% 58% 60% 61% 59% 53% 7% 7% 6% 5% 5% 4% 8% 11% 9% 9% 8% 12% 19% 23% 25% 25% 27% 30%

EGLE 70% 60% 53% 58% 48% 41% 4% 4% 5% 3% 3% 2% 6% 7% 9% 7% 9% 9% 20% 28% 34% 32% 40% 48%

MGCB 63% 68% 70% 69% 71% 59% 5% 6% 7% 0% 2% 3% 7% 7% 7% 12% 9% 13% 25% 18% 17% 19% 18% 26%

DHHS 57% 51% 53% 44% 43% 42% 3% 3% 3% 3% 2% 2% 9% 10% 9% 12% 10% 10% 32% 35% 35% 41% 45% 45%

DIFS 63% 61% 64% 56% 54% N/A 2% 6% 4% 4% 2% N/A 11% 9% 10% 10% 9% N/A 24% 24% 22% 31% 36% N/A

LEO 63% 58% 54% 52% 48% 50% 5% 6% 5% 5% 4% 3% 8% 11% 11% 11% 11% 9% 24% 25% 30% 32% 38% 38%

LARA 67% 62% 61% 49% 47% 51% 5% 5% 4% 4% 3% 2% 6% 7% 7% 12% 13% 8% 22% 26% 28% 35% 38% 38%

MSL 62% 74% 67% 71% 61% 62% 6% 5% 3% 3% 6% 3% 10% 3% 7% 6% 7% 4% 23% 19% 22% 21% 26% 31%

MVAA 70% 47% 52% 59% 53% N/A 3% 5% 5% 3% 2% N/A 15% 14% 15% 9% 10% N/A 12% 35% 28% 29% 35% N/A

DMVA 63% 62% 56% 49% 43% 52% 2% 3% 2% 2% 2% 2% 9% 7% 10% 12% 13% 9% 25% 28% 32% 37% 42% 37%

DNR 67% 63% 68% 63% 58% 54% 3% 4% 3% 3% 3% 2% 5% 7% 4% 6% 6% 6% 24% 26% 25% 28% 33% 37%

MSP 70% 74% 78% 77% 68% 55% 5% 4% 3% 2% 2% 3% 5% 5% 4% 3% 4% 6% 20% 18% 15% 17% 26% 37%

DTMB 70% 66% 64% 59% 52% 47% 4% 4% 5% 4% 4% 3% 7% 7% 8% 10% 10% 10% 19% 23% 23% 27% 34% 40%

MDOT 60% 55% 55% 51% 43% 43% 4% 4% 5% 4% 3% 2% 10% 10% 9% 10% 10% 10% 26% 30% 31% 35% 44% 44%

TREAS 59% 54% 54% 49% 49% 43% 3% 3% 3% 2% 2% 2% 7% 9% 9% 8% 8% 8% 30% 33% 35% 40% 41% 47%


Results | Intent to stay – Agencies

88%92%

77%

93%

85% 86% 86%91%

88% 89% 87%86%89%

79%

90%

83% 85%81%

88% 87% 87% 85%

2020 2018

The intent to stay score is the percent of responses that are a 4 or 5 (Agree or Strongly Agree) for the question, “I intend to stay with the State of Michigan for at least another 12 months.” This measure is a leading indicator of turnover.


(27,333) (413) (31) (395) (5,199) (771) (297) (938) (96) (7,317) (184)

37

High Performing Benchmark = 85%

Services Benchmark = 74%

Public Sector Benchmark = 77%


Results | Intent to stay – Agencies (continued)

88% 87% 89%84% 82%

88%92%

89%89%

86%89%86% 84%

88%93%

81%

90% 89% 91% 89%

86%87%

2020 2018


(27,333) (1,570) (1,019) (133) (33) (170) (1,413) (2,145) (1,932) (2,100) (1,159)

38

The intent to stay score is the percent of responses that are a 4 or 5 (Agree or Strongly Agree) for the question, “I intend to stay with the State of Michigan for at least another 12 months.” This measure is a leading indicator of turnover.

High Performing Benchmark = 85%

Services Benchmark = 74%

Public Sector Benchmark = 77%


Response profile| By demographic

The response profile allows for comparisons between the response distributions for SoM and various demographic groups (e.g., Under 25, Females, etc.).

Statewide demographics1 Survey responses

State of Michigan Overall 46,941* 27,334

Gender Identity

Female 26,025 54% 13,615 54%

Male 22,418 46% 10,998 43%

I do not identify with either Male or Female N/A N/A 676 3%

Age Range

Under 25 1,861 4% 767 3%

25-34 9,624 20% 5,132 20%

35-44 12,348 25% 6,835 27%

45-54 14,191 29% 7,350 29%

55 and Over 10,419 22% 5,038 20%

Racial/Ethnic Group

American Indian/Alaskan Native 523 1.1% 243 1%

Asian 813 1.7% 350 1%

Black or African American 8,690 18% 2,677 11%

Hispanic/Latino 1,420 3% 587 2%

Native Hawaiian or Other Pacific Islander 6 0% 0 0%

White 36,724 76% 19,528 77%

Two or more races 267 0% 838 3%

Other N/A N/A 999 4%

1Source: CSC Annual Workforce Report, First Quarter Fiscal Year 2019 - 20 (MEDC Corporate not represented in these counts)

*This number refers to the total number of employees invited to take the Employee Survey and is not from the CSC Annual Workforce Report

Note: Demographics were self-reported by survey respondents


Response profile| By demographic

Statewide demographics1 Survey responses

State of Michigan Overall 47,454* 27,334

Total Length of Service with the State of Michigan

Less than 3 years 9,780 21% 4,866 19%

3 years to less than 10 years 14,695 31% 8,011 31%



30 years or more 2,644 6% 1,557 6%

Employment Group

Group 1: Non-degreed, non-supervisory classifications 23,015 48% 8,159 32%

Group 2: Degreed, non-supervisory classifications 17,218 36% 11,796 46%

Group 3: Managers and supervisors 4,904 10% 3,967 15%

Group 4/SES: Executives and administrators 2,096 4% 1,018 4%

Other 78 0% 581 2%

Unclassified/Special appointees 143 0% 118 1%

1Source: CSC Annual Workforce Report, First Quarter Fiscal Year 2019 - 20 (MEDC Corporate not represented in these counts)

*This number refers to the total number of employees invited to take the Employee Survey and is not from the CSC Annual Workforce Report

Note: Demographics were self-reported by survey respondents


state of michigan results report

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