Employee Survey 2009 Analysis of results and trends Comparison with the 2007 & 2005 survey July 2009.

Employee Survey 2009

Analysis of results and trendsComparison with the 2007 & 2005 survey

July 2009

Executive Summary

• 47% response rate is a significant improvement (07–38%, 05-36%)• With very few exceptions, responses are better than 07 & 05 • For “I feel committed to both my role and RGU as an organisation” 89%

agree (07 -86%, 05 -87%) A positive trend. • 85% agree RGU is a good place to work• Responses re management improved - however 1 in 4 are still negative• Key themes appear to be:

– Re-affirming the need for consistent “good management practice”– Continued vigilance regarding equality and fair treatment, and HSE

• Key recommendations are:– Results & action plan disseminated to staff – with progress updates– Further research into fair treatment by EDAG– Further research into development opportunities– Review of leadership and management training

Content

1. Response rates2. Background data3. Analysis of responses and trends4. Main Trends over 3 Surveys (2009, 2007 & 2005) 5. Comments6. Recommendations7. Next Steps

1. Response rates - number

Response level at 47% is a significant improvement (2007–38%, 2005-36%)

March 2009 = 717 total returns, representing 47% of employees– 110 people made a comment, representing 15.3% of respondents and

7% of employees

Feb 2007 = 571 total returns, representing 38% of employees– 109 people made a comment, representing 19% of respondents and

7% of employees

March 2005 = 542 total returns, representing 36% of employees– 107 people made a comment, representing 20% of respondents and

7% of employees

1. Response rates – arrival dates

0 100 200 300 400

11- 15 Mar

w/c 16 Mar

w/c 23 Mar

w/c 30 Mar

w/c 6 Apr

w/c 13 Apr

w/c 20 Apr

w/c 27 Apr

w/c 4 May

2. Background Data

2007 2009

Male/Female:– Survey 35% / 65% 40% / 60%– RGU population 42% / 58% 41% / 59%–

Academic/Professional & Support:– Survey 38% / 62% 42% / 58%– RGU population 46% /54% 39% / 61%

Full/Part-time– Survey 84% / 16% 83% / 17%– RGU population 66% / 34% 63% / 37%–

City Centre/Garthdee:– Survey 49% / 51% 36% / 64%– RGU population 45% / 55% 38% / 62%

2. Background Data – Ethnic Categories

Ethnic category Survey 2009 RGU overall

Asian or Asian British/Other 1.84 2.67

Black or Black British/Other 1.38 2.55

Chinese 0.92 1.76

White – British/Irish/Scottish/Other 94.78 90.06

Other Ethnic/Mixed Background 1.07 0.73

Not Known 2.24

3. Analysis of Responses & Trends

• We can now consider both results and trends - as we now have 3 surveys with data for comparison

• With very few exceptions, the responses are better than both the 2007 and 2005 surveys

• The number of comments made was very similar to 2007 and 2005

• Throughout the analysis:– Agree includes SA=Strongly Agree, A=Agree and TA=Tend to Agree– Disagree includes TD=Tend to Disagree, D=Disagree and SD=Strongly

Disagree

• New Question= Question only introduced in 2009

3. Analysis of Responses & Trends

The survey was broken down into sections:

3.1 Strategy and The Organisation Q 1-3, Q 20-263.2 My Role Q 4-73.3 My Development Q 8-103.4 My Manager Q 11-153.5 My Team Q 16-173.6 Equity & Fairness Q 18-19

3.1 Analysis of Responses & Trends - Strategy & The Organisation

• Response to “I feel committed to both my role and RGU as an organisation” was up at 89% Agree (2007-86%, 2005-87%). A positive trend. SA is up 9%. Q25

• This was backed up by the response to the new question “I would recommend RGU as a good place to work” of 85% Agree. Q26

• Response to “I have confidence that RGU executive management are providing leadership towards achieving the RGU strategic vision "A Clear Future"” was up at 79% Agree (2007-77%, 2005- 77%) A slight positive trend TA-A-SA. Q20

• Responses to the new questions “I have a clear understanding of the goals and objectives of RGU” achieved 87% Agree and “I have a clear understanding of the goals and objectives of my school/department” achieved 86% Agree. Q1, Q2

3.1 Analysis of Responses & Trends – Strategy and The Organisation

• 82% Agree that their health, safety and well-being is taken seriously by the university (2007-80%, 2005-77%). However, some concern that nearly. 1 in 5 don’t agree. Q24

• The new questions regarding client service 85% Agree we are meeting clients’ needs and 89% Agree we are providing an excellent client service. Q21, Q22.

• 89% Agree that the university is making a positive effort to introduce environmentally friendly processes – another new question. Q23

Q1. I have a clear understanding of the goals and objectives of RGU

2009

13%

44%

30%

8%

4%

1%

StronglyAgreeAgree

Tend toAgreeTend toDisagreeDisagree

StronglyDisagree

Q2. I have a clear understanding of the goals and objectives of my school/department

2009

27%

42%

17%

7%

5%

2%

StronglyAgreeAgree

Tend toAgreeTend toDisagree

Disagree

StronglyDisagree

Q3. I understand how my work contributes to the objectives of my school/department

2009

31%

45%

13%

6%

4%

1%

StronglyAgreeAgree

Tend toAgreeTend toDisagreeDisagree

StronglyDisagree

22%

49%

19%

5%4%1%

Strongly Agree

Agree

Tend to Agree

Tend to Disagree

Disagree

Strongly Disagree

23%

48%

22%

4% 2%1%

Strongly Agree

Agree

Tend to Agree

Tend to Disagree

Disagree

Strongly Disagree

2007

2005

Q20. I have confidence that RGU executive management are providing leadership towards achieving the RGU strategic vision "A Clear Future"

6%

30%

41%

11%

9%3%

Strongly Agree

Agree

Tend to Agree

Tend to Disagree

Disagree

Strongly Disagree

7%

32%

38%

11%

8%4%

Strongly Agree

Agree

Tend to Agree

Tend to Disagree

Disagree

Strongly Disagree

2007 – are guiding

2005 – can guide

2009

9%

33%

37%

14%

5%

2%

StronglyAgreeAgree

Tend toAgreeTend toDisagreeDisagree

StronglyDisagree

Q21. I believe RGU is fully committed to meeting the needs of students, customers and clients

2009

14%

41%

30%

10%

4%

1%

StronglyAgreeAgree

Tend toAgreeTend toDisagreeDisagree

StronglyDisagree

Q22. I believe RGU is fully committed to providing an excellent service for students, customers and clients

2009

15%

55%

19%

8%

3%

0%

StronglyAgree

Agree

Tend toAgree

Tend toDisagree

Disagree

StronglyDisagree

Q23. RGU is making a positive effort to introduce environmentally friendly processes

2009

12%

43%

34%

7%

3%

1%

StronglyAgreeAgree

Tend toAgreeTend toDisagreeDisagree

StronglyDisagree

Q24. RGU take my health, safety and wellbeing seriously

2009

11%

41%30%

12%3% 3%

StronglyAgreeAgree

Tend toAgreeTend toDisagreeDisagree

StronglyDisagree

13%

38%

29%

13%

4% 3%

Strongly Agree

Agree

Tend to Agree

Tend to Disagree

Disagree

Strongly Disagree

9%

36%

32%

12%

7%4%

Strongly Agree

Agree

Tend to Agree

Tend to Disagree

Disagree

Strongly Disagree

2007

2005

Q25. I feel committed to both my role and RGU as an organisation

2009

28%

42%

19%

6%

3%

2%

StronglyAgreeAgree

Tend toAgreeTend toDisagreeDisagree

StronglyDisagree

19%

41%

26%

9%3% 2%

Strongly Agree

Agree

Tend to Agree

Tend to Disagree

Disagree

Strongly Disagree

21%

40%

26%

7%4% 2%

Strongly Agree

Agree

Tend to Agree

Tend to Disagree

Disagree

Strongly Disagree

2007

2005

Balanced Scorecard measure – aim to maintain

60% or more “Strongly Agree + Agree”

Q26. I would recommend RGU as a good place to work

2009

19%

40%

26%

9%3% 3%

StronglyAgreeAgree

Tend toAgreeTend toDisagreeDisagree

StronglyDisagree

3.2 Analysis of Responses & Trends – My Role

• Generally people have a clear understanding how their work contributes to the overall school or department objectives 89% Agree (2007- 90% 2005 – 93%) and 87% Agree they have enough responsibility to make a contribution (2007–77%, 2005–84%). Q3, Q6

• There has been an improvement in the response to “I have a clear understanding of my job and role responsibilities” to 92% Agree (2007-87%, 2005-88%). And SA increased 20%. Q4

• There has also been an improvement over 2007 in the view that staff are able to manage their workload effectively at 86% Agree (2007-81%, 2005-87%). Q5

• Although we have changed the wording to be more focussed there does seem to be a significant improvement in the response to “I am satisfied with my involvement in decisions that affect my work” with 73% Agree (2007-58%, 2005-62%). Q7

Q4. I have a clear understanding of my job and role responsibilities

2009

38%

44%

10%

5%

2%

1%

StronglyAgreeAgree

Tend toAgreeTend toDisagreeDisagree

StronglyDisagree

18%

46%

23%

8%4% 1%

Strongly Agree

Agree

Tend to Agree

Tend to Disagree

Disagree

Strongly Disagree

21%

46%

21%

7%4% 1%

Strongly Agree

Agree

Tend to Agree

Tend to Disagree

Disagree

Strongly Disagree

2007

2005

Q5. I am generally in control of my work and able to manage my workload effectively

2009

25%

42%

19%

7%4% 3%

StronglyAgree

Agree

Tend toAgree

Tend toDisagreeDisagree

StronglyDisagree

15%

45%

21%

9%

7%3%

Strongly Agree

Agree

Tend to Agree

Tend to Disagree

Disagree

Strongly Disagree

18%

48%

21%

8%4% 1%

Strongly Agree

Agree

Tend to Agree

Tend to Disagree

Disagree

Strongly Disagree

2007

2005

Q6. In my job I have enough responsibility to be able to make a significant contribution

2009

23%

46%

18%

7%4% 2%

StronglyAgreeAgree

Tend toAgreeTend toDisagreeDisagree

StronglyDisagree

13%

43%21%

14%

6%3%

Strongly Agree

Agree

Tend to Agree

Tend to Disagree

Disagree

Strongly Disagree

14%

47%

23%

9%

5% 2%

Strongly Agree

Agree

Tend to Agree

Tend to Disagree

Disagree

Strongly Disagree

2007

2005

Q7. I am satisfied with my involvement in decisions that affect my work

2009

13%

35%

25%

13%

7%7%

StronglyAgree

Agree

Tend toAgree

Tend toDisagree

Disagree

StronglyDisagree

6%

23%

29%

19%

12%

11%

Strongly Agree

Agree

Tend to Agree

Tend to Disagree

Disagree

Strongly Disagree

2007: Regarding changes within my school or department, I feel an appropriate effort is made to involve me

8%

30%

24%

18%

11%

9%

Strongly Agree

Agree

Tend to Agree

Tend to Disagree

Disagree

Strongly Disagree

2005 - Regarding changes within my school or

department, I feel an appropriate effort is made to involve me, and the rationale for such changes has been explained to me

3.3 Analysis of Responses & Trends - My Development

• The new question “I understand how my performance is judged” was 71% Agree. Q9

• The question “My manager gives me regular feedback on my performance” prompted a slightly better response at 67% Agree than 2007-65%, but worse than 2005–74%. Some concern here although in 2007 only 69% reported they had an OSCR during last 12 months. Q10

• With regard to development opportunities the results are still positive at 67%

Agree, however this is less than 2007-68, 2005-77%. This is a worrying decline. Q8

Q8. There are sufficient opportunities for personal and professional development

2009

11%

29%

27%

18%

9%6%

StronglyAgree

Agree

Tend toAgree

Tend toDisagreeDisagree

StronglyDisagree

9%

31%

28%

15%

11%

6%

Strongly Agree

Agree

Tend to Agree

Tend to Disagree

Disagree

Strongly Disagree

11%

38%

28%

11%

7%5%

Strongly Agree

Agree

Tend to Agree

Tend to Disagree

Disagree

Strongly Disagree

2007

2005

Q9. I understand how my performance is judged

2009

10%

34%

27%

15%

10%4%

StronglyAgreeAgree

Tend toAgreeTend toDisagreeDisagree

StronglyDisagree

Q10. My manager gives me regular feedback on my performance

2009

12%

31%

24%

15%

10%

8% StronglyAgree

Agree

Tend toAgree

Tend toDisagree

Disagree

StronglyDisagree

11%

29%

25%

17%

9%

9%

Strongly Agree

Agree

Tend to Agree

Tend to Disagree

Disagree

Strongly Disagree

12%

37%

25%

10%

9%

7%

Strongly Agree

Agree

Tend to Agree

Tend to Disagree

Disagree

Strongly Disagree

2007

2005

3.4 Analysis of Responses & Trends - My Manager

• 76% Agree (2007-71%) feel their manager communicates effectively with their team and a new question had 77% Agree their manager is an effective team leader. Some concern that 1 in 4 disagree. Q12, Q11

• Staff feel they can raise issues 75% A/SA (2007-79%) and have them addressed 79% Agree (2007-72%, 2005–78%). Positive trend A-SA however around 1 in 5 disagree. Q13, Q14

• 87% Agree they are treated by their manager in a fair and equitable way - a significant improvement (2007-75%, 2005-79%) and a healthy trend TA-A-SA. Q15

• These responses re management suggest that around a quarter of staff are unhappy with management. A concern that needs to be addressed

Q11. My manager is an effective team leader

2009

23%

35%

19%

10%

6%7% Strongly

AgreeAgree

Tend toAgreeTend toDisagree

Disagree

StronglyDisagree

Q12. My manager communicates effectively with our team

2009

19%

36%21%

11%

6%7% Strongly

AgreeAgree

Tend toAgreeTend toDisagree

Disagree

StronglyDisagree

17%

33%

21%

14%

8%

7%

Strongly Agree

Agree

Tend to Agree

Tend to Disagree

Disagree

Strongly Disagree

2007

Q13. I feel I can discuss any issues or concerns with my manager

2009

32%

33%

19%

7%4% 5%

StronglyAgreeAgree

Tend toAgreeTend toDisagreeDisagree

StronglyDisagree

25%

31%

23%

9%

7%5%

Strongly Agree

Agree

Tend to Agree

Tend to Disagree

Disagree

Strongly Disagree

2007

Q14. I feel that any issues or concerns I raise with my manager will be addressed

2009

23%

33%

23%

10%

5%6% Strongly

AgreeAgree

Tend toAgreeTend toDisagree

Disagree

StronglyDisagree

17%

27%

28%

14%

7%

7%

Strongly Agree

Agree

Tend to Agree

Tend to Disagree

Disagree

Strongly Disagree

2007

21%

37%

20%

11%

6%5%

Strongly Agree

Agree

Tend to Agree

Tend to Disagree

Disagree

Strongly Disagree

2005 - I feel I can raise issues and concerns with my immediate manager and have them addressed

Q15. I am treated in a fair and equitable way by my manager

2009

32%

36%

19%

6%

4% 3%StronglyAgreeAgree

Tend toAgreeTend toDisagreeDisagree

StronglyDisagree

14%

36%

25%

13%

6%6%

Strongly Agree

Agree

Tend to Agree

Tend to Disagree

Disagree

Strongly Disagree

17%

42%

20%

11%

5%5%

Strongly Agree

Agree

Tend to Agree

Tend to Disagree

Disagree

Strongly Disagree

2007

2005

3.5 Analysis of Responses & Trends - My Team

• There is still an overwhelmingly positive response to “I enjoy working with my work colleagues” at 94% Agree although this is slightly down on the question in 2007-96% regarding working relationships in the workplace. Q17

• However, this is backed up by response to the question “I get the help and support I need from my work colleagues” with 91% Agree (2007-90%). Q16

Q16. I get the help and support I need from work colleagues

2009

27%

42%

22%

5%

3%

1%

StronglyAgree

Agree

Tend toAgree

Tend toDisagree

Disagree

StronglyDisagree

20%

45%

25%

7%2%1%

Strongly Agree

Agree

Tend to Agree

Tend to Disagree

Disagree

Strongly Disagree

2007

Q17. I enjoy working with my work colleagues

2009

38%

38%

18%

4%

1%

1%

StronglyAgreeAgree

Tend toAgreeTend toDisagreeDisagree

StronglyDisagree

32%

48%

16%

2%1%1%

Strongly Agree

Agree

Tend to Agree

Tend to Disagree

Disagree

Strongly Disagree

2007 - In general I feel I have good relationships with the people I work with

3.6 Analysis of Responses & Trends – Equality & Fairness

• The 2009 survey collected more comprehensive data on equality and diversity than the previous 2007 & 2005 surveys

• 86% Agree their manager proactively supports and encourages diversity, fairness and equal opportunity (2007-77%, 2005-84%). Compare with 87% Agree they are treated by their manager in a fair and equitable way. Q18, Q15

• 13% of respondents report they had been subject to harassment, bullying or discrimination, previous surveys did not include bullying (2007-14%, 2005-8% Instigators are seen to be managers 34%, colleagues 42%, students 16% and others 8%. Q19

• Discrimination, bullying or harassment tended to be based mainly on race, gender and age with a significantly higher percentage for race 52% (2007–18%) and lower for age 10% (2007-32%). Q19

Q18. My manager proactively supports and encourages diversity, fairness and equal opportunity at work

2009

24%

40%

22%

7%4% 3%

StronglyAgree

Agree

Tend toAgree

Tend toDisagree

Disagree

StronglyDisagree

20%

33%24%

11%

6%6%

Strongly Agree

Agree

Tend to Agree

Tend to Disagree

Disagree

Strongly Disagree

19%

41%

24%

7%

5%4%

Strongly Agree

Agree

Tend to Agree

Tend to Disagree

Disagree

Strongly Disagree

2007

2005

Q19. In my work I have been subject to harassment, bullying or discrimination

87%

13%

No

Yes

14%

86%

Yes

No

3% 5%4%

6%

28%

54%

Strongly Agree

Agree

Tend to Agree

Tend to Disagree

Disagree

Strongly Disagree

2007

2005

34%

16%

42%

8%

Management

Students

Colleagues

Others

Harassment, bullying or discrimination by

Q19. In my work I have been subject to harassment, bullying or discrimination

Breakdown of 77 “yes” responses

0% 10% 20% 30% 40% 50% 60%

Race

Gender

Sexual

Disability

Religion

Age

4. Main Trends over 3 Surveys (2009, 2007 & 2005)

• Commitment to their job & RGU. Positive trend. TA-A-SA• HSE. Slight positive trend but concern that 1 in 5 disagree• Diversity, fairness & EO. Slight improvement in trend that manager

support & encourages however 14% disagree – compare with 13% who claim to have been subject to harassment, bullying or discrimination -

• All management questions show a slight positive trend however concern that around 1 in 4 disagree in all - is this the same group?

• Performance. Receiving feedback from managers showed a slight improved trend TA/A/SA but significant improvement A/SA at 20%. However concern that only 71% understand how performance is judged – compare with only 69% reporting having OCSRs in 2007

• Role. Encouraging positive trends in managing workload, level of responsibility, involvement in decisions. However, concern with slight negative trend for development opportunities.

5. Comments

• 15% of respondents made a comment (2007–19%, 2005- 20%)

• Comments made by respondents have been grouped and represented by paraphrased themes that capture the main areas

• The main themes are shown on the next 2 slides

• The number in brackets represents the number of comments that relate to each of the main themes

5. Comments - Key Themes (1)

• Again, this year there were comments (23 out of 109) regarding less than adequate leadership and management practice at all levels, including senior management

• There was concern from a number of people about harassment, bullying and discrimination (10) with management mentioned as the source (5). This compares with the improved 2009 response to the statement “I am treated in a fair and equitable way by my manager”

• Lack of effective communication in all directions was an issue for some (7)

• A number of comments related to staff feeling that they are overstretched due to increasing workloads (7)

• It was felt the state of the facilities and infrastructure was not conducive for a quality environment from both staff and student perspectives (7)

5. Comments - Key Themes (2)

• A specific annoyance was the timing of the holidays not coinciding with school holidays (6)

• There was a view that the IT system is inadequate to meet needs (6)

• There were concerns that to remain competitive the university needs to reinforce its academic and research vision, and ‘modern’ status (5)

• There was a view that the OSCR process needs major review (4) and incentives for staff performance are required (3) including progression routes, possibly linked to CPD, especially for academics (4)

• Some commented on a poor quality of support from Service Departments – and too rigid systems (4)

6. Recommendations

Overall the results are encouraging with positive trends. However we need to undertake further research, and report back in

the following areas:

• Re harassment, bullying and discrimination• Identification of areas of poor management• Review of management & leadership training• Reported decline in staff development opportunities • Continue to be pro-active with health, safety & wellbeing issues