1 / 40

Coherence, Effectiveness, Relevance: Staff Survey Results for COUNTRY

Coherence, Effectiveness, Relevance: Staff Survey Results for COUNTRY. Presentation of Staff Survey Results GENERIC TEMPLATE. NOTE: This tool/guidance has been developed based on the experiences of the DaO Pilot countries. External team to present staff survey results to UNCT.

evan
Download Presentation

Coherence, Effectiveness, Relevance: Staff Survey Results for COUNTRY

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Coherence, Effectiveness, Relevance:Staff Survey Results for COUNTRY Presentation of Staff Survey Results GENERIC TEMPLATE NOTE: This tool/guidance has been developed based on the experiences of the DaO Pilot countries. External team to present staff survey results to UNCT.

  2. PRESENTATIONOUTLINE • Introduction – Survey purpose and response rates • Results 1 – Staff understanding of and views on CER • Results 2 – Assessment of “building blocks for change” • Discussion – Review of key findings and identification of actions to take • Appendix

  3. BACKGROUND AND PURPOSES OF SURVEY • The Staff Survey intended to gather opinions from all UN staff on the progress, challenges and key staff issues related to CER in COUNTRY • Specific purposes: • ….

  4. SURVEY FORMAT AND RESPONSE RATE • Survey structured to investigate two broad issues: • Understanding of, support for and views of progress on CER • Extent to which key “building blocks of change” for staff are in place • Survey instrument: • Three variations of the survey – full version (xx multiple choice questions, a open response questions), short version for staff spending less than 10% of their time on CER (yy multiple choice questions, b open response questions), HoA version (zz multiple choice questions, c open response questions) • Survey offered online with option to complete paper version • Available in English and LANGUAGE (short version only) • Survey open from DATE to DATE • Response rate: • XXX respondents (approx. A%) started the survey proper [excluding 40 respondents who left the survey within the first three questions] • YYY respondents (approx. B%) completed all questions; fall off in responses was gradual throughout the survey • Generally good distribution of responses Source: Staff Survey

  5. 6 DEMOGRAPHICS: For which UN organisation do you work? Responses by UN Organization/Unit will be shown Number of Responses by UN Organisation/Unit Agency 1 Responses by UN Organization/Unit will not be shown because of lack of critical size Agency 2 Agency 3 Agency 4 Agency 5 Agency 6 Agency 7 Agency 8 Agency 9 Agency 10 Agency 11 Agency 12 Agency 13 Agency 14 Agency 15 Note: N = X Source: Staff Survey

  6. 5% DEMOGRAPHICS: What type of contract do you hold? Other Intern (including UNV intern) 5% Internationally recruited UN Volunteer (International and National) 5% 20% Consultant (Special Service Agreement, Service Contract, etc) 5% 20% 20% G4-G7 National Officer 20% G1-G3 N = 100 Source: Staff Survey April 2008 Source: Staff Survey

  7. 5% DEMOGRAPHICS: gender, location, area, time By Gender (N = 100) By Primary Area of Work (N = 100) Head of Agency 10% Programmes 45% Male 50% 50% Female 45% Operations By Location (N = 100) By Amount of time spent on CER (N = 100) Other location in COUNTRY Outside COUNTRY 0% 0%-10% 5% 25% 25% 90% 50% Capital City > 10% Source: Staff Survey

  8. IMPACT ON DAY-TO-DAY WORK 20% Occurred change (N = 100) My job has not changed at all My job is completely related to CER How much has your job changed already because of CER? 20% 20% 20% My job is different in minor ways Significant parts of my job are done differently 20% I do some things differently every day Expected change (N = 100) How much (further) do you expect your job to change because of CER? Don’t know My job will completely change due to CER 10% 10% My job will not change at all Significant parts of my job will be done differently 20% 20% 20% My job will be different in minor ways I expect to do some things differently every day Source: Staff Survey

  9. PRESENTATION OUTLINE • Introduction – Survey purpose and response rates • Results 1 – Staff understanding of and views on the CER Initiative • Understanding of and vision for CER • Effectiveness of communications • Belief and support for CER • Views on progress of CER • Views on most obstacles and actions needed • Results 2 – Assessment of “building blocks for change” • Discussion – Review of key findings and identification of actions to take • Appendix NOTE: Yellow boxes will mark interesting findings, not necessarily requiring action NOTE: Red boxes will mark important findings, that may indicate required action

  10. UNDERSTANDING OF CER: What is your vision for the UN in country in 2010? 5% Other 5% F 5% A 20% E 10% 10% 10% D B 10% Most commonly cited visions are A and B C Open response question, N = 200 Source: Staff Survey April 2008 Source: Staff Survey

  11. UNDERSTANDING OF CER: What is your vision for the UN in country in 2010 …? [sample quotes from open responses] “….” “….” A “….” “….” B C “….” “….” D “….” “….” E “….” “….” F “….” “….” Source: Staff Survey

  12. COMMUNICATION: Overall ratings of current communications. Strongly disagree Strongly agree Survey questions 1 2 3 4 5 *I am receiving the information I need regarding the current status and the next steps being taken on the CER Initiative in country (N=330) 4,00 **I see the UN speaking with One Voice externally in country through coordinated communications and advocacy efforts (N=145, Don't know=8) 3,00 **I feel there is sufficient level of communication about the CER Initiative to outside stakeholders (N=125, Don't know=12) 3,00 More positive about internal communications than external communications. * Not asked in HoA version ** Only asked in full version of survey Source: Staff Survey Source: Staff Survey April 2008

  13. SUMMARY – STAFF UNDERSTANDING AND VIEWS ON CER (1/2) Understanding of CER • … Communicat-ions • … Belief and support • ….. Source: Staff Survey

  14. SUMMARY – STAFF UNDERSTANDING AND VIEWS ON CER (2/2) Views on progress • …. Views on obstacles • … Source: Staff Survey

  15. PRESENTATION OUTLINE • Introduction – Survey purpose and response rates • Results 1 – Staff understanding of and views on the CER Initiative • Results 2 – Assessment of “building blocks for change” • Introduction to the “building blocks for change” framework • UNCT ratings of importance of building blocks for CER • Extent to which building blocks are in place today • Most important issues from individual questions • Discussion – Review of key findings and identification of actions to take • Appendix NOTE: Yellow boxes will mark interesting findings, not necessarily requiring action NOTE: Red boxes will mark important findings, that may indicate required action

  16. 7% Clear Direction Leadership Organisation Culture & Values Account-ability Manageability of Workload Capacities & Skills Motivation & Incentives Support from Agency HQs Support from Government Support from Donors “BUILDING BLOCKS FOR CHANGE” FRAMEWORK Need to know where we are going … Need to have the ability and reasons to change … Need to see others want the change … Source: Staff Survey

  17. 50% 1=Not at all important UNCT RATING OF IMPORTANCE OF “BUILDING BLOCKS” 2=Minor factor 3=Significant factor 4=Very important 5=Essential Average score Clear Direction 20% 10% 10% a Leadership 20% 10% 10% b Capabilities and Skills 20% 10% 10% c Motivation and Incentives 20% 10% 10% d Accountability 20% 10% 10% e All factors considered very important – headed by Support from Gov’t, Direction, and Leadership. Organizational Culture and Values 20% 10% 10% f Manageability of CER Workload 20% 10% 10% g Support from the Government 20% 10% 10% h Support from Donors 20% 10% 10% i Support from Headquarters 20% 10% 10% j *HoA version only, N=Z Source: Staff Survey

  18. (Almost) fully in place (Score > 3.66) EXTENT TO WHICH “BUILDING BLOCKS” ARE IN PLACE TODAY:* Halfway in place (Score >2.33 and <3.66) Not in place (Score <2.33) Not at all in place Fully in place Clear Direction Leadership Capabilities and Skills Motivation & Incentives Accountability Organizational Culture and Values Most of the “building blocks” seem to be fairly well in place ... Manageability of CER Workload Support from Government Support from Donors Support from Headquarters 2.33 3.66 * Note: This shows the overall computed average per building block for the relevant questions from all version of the survey by adding up the sum of responses and dividing by the number of responses by building block. N differs by building block due to the drop out rate in the survey and ranges from AAA to BBB (CCC to DDD for questions only asked in the long survey). Source: Staff Survey Source: Staff Survey April 2008

  19. Long Survey – Min N = 118* “BUILDING BLOCKS” TODAY: full, short and HoA version Short Survey – Min N =176* HoA Survey – N=13 Fully in place Not in place at all Overall average Clear Direction 3 3 Leadership Respondents have similar views on the “building blocks” – those heavily involved in CER, those not much involved to date and HoAs. 4 Capabilities and Skills Motivation & Incentives 2 Accountability 4.5 4.40 Organizational Culture and Values 3 Manageability of CER Workload 3 Support from Government 4 Support from Donors 3 Support from Headquarters 4 Note: For the Short version and the HoA version, the questions that form a building block are a subset of those questions that form the building block in the Full version * N differs by question and building block due to the drop out rate in the survey (max would be N=X for the Full version and N=Y for the Short version) Source: Staff Survey 19

  20. “BUILDING BLOCKS” TODAY: range of average scores across agencies. Overall Average Range between UN organizations/units Minimum 5 4,50 4,50 4,50 4,50 Fully in place 3,50 3,50 3,50 3,50 3,50 3 2,50 1 1 = Not in place at all Clear Direction Leadership Capabilities and Skills Motivation & Incentives Account-ability Organizational Culture and Values Manage-ability of CER Workload Support from Government Support from Donors Support from HQ Note: N for overall average = XXX, Building block ranges were computed by looking at the minimum and the maximum per building block among each of the UN Organizations. In some cases, the minimum or maximum may correspond to a UN organization for which individual results will not be shown due to insufficient number of responses Source: Staff Survey

  21. BUILDING BLOCKS – LIST OF 10 HIGHEST RATED QUESTIONS • …. * Not asked in short version ** Not asked in short version and HoA version Source: Staff Survey

  22. BUILDING BLOCKS – LIST OF 10 LOWEST RATED QUESTIONS • …. ^ Note : For the purpose of presentation, the original survey question has been negated and responses have been converted accordingly – i.e. “strongly agree” becoming “strongly disagree” etc. For example, “ I do not believe that the CER Initiative could lead to the removal of my post” was originally phrased as “I believe that the CER Initiative could lead to the removal of my post”. By reversing the statement, results become comparable on the 1 to 5 scale and can be included to compute the Building Block average. * Not asked in short version, ** Not asked in HoA version Source: Staff Survey

  23. CLEAR DIRECTION Strongly disagree Strongly agree Survey questions *I know what are the objectives of the CER Initiative (n=334) 4,00 *I understand why the UN system is pursuing the CER Initiative (n=330) 4,00 I am receiving the information I need regarding the current status and the next steps being taken on the CER Initiative in country (n=330) 3,50 **The UNCT (i.e. Resident Coordinator and Heads of Agencies) all have the same vision for the CER Initiative (n=137, Don't know/NA=16) 2,00 *The CER Initiative agenda provides clear direction for most of the UN’s activities in country (n=153) 3,00 **I understand what ‘CER Initiative’ is going to mean for me and how it is going to impact my job (n=330) 3,00 **I see the UN speaking with One Voice externally in country through coordinated communications and advocacy efforts (n=145) 3,00 Ø 3 …. * Not asked in HoA version ** Not asked in Short version Source: Staff Survey

  24. SUMMARY – ASSESSMENT OF “BUILDING BLOCKS FOR CHANGE” • … Overall • … Key issues to address Source: Staff Survey

  25. PRESENTATION OUTLINE • Introduction – Survey purpose and response rates • Results 1 – Staff understanding of and views on the CER Initiative • Results 2 – Assessment of “building blocks for change” • Discussion – Review of key findings and identification of actions to take • Appendix

  26. KEY FINDINGS THAT COULD MERIT ACTION Source: Staff Survey

  27. FORMAT FOR ACTION PLAN Source: Staff Survey, TBD

  28. PRESENTATION OUTLINE • Introduction – Survey purpose and response rates • Results 1 – Staff understanding of and views on the CER Initiative • Results 2 – Assessment of “building blocks for change” • Results 3 – Staff well-being and fair treatment • Discussion – Review of key findings and identification of actions to take • Appendix

  29. APPENDIX “Building block” and well-being & fair treatment average scores by UN organisation/unit Data tables by demographic breakdowns Standard deviations for survey questions on each of the “building blocks”

  30. 2,00 BUILDING BLOCK – CLEAR DIRECTION Strongly disagree Strongly agree Agency 1 3,00 Agency 2 4,00 Agency 3 4,00 Agency 4 3,00 Agency 5 2,00 Agency 6 3,00 Agency 7 3,50 Agency 8 4,00 Agency 9 4,00 Agency 10 2,00 Agency 11 2,50 Agency 12 3,00 Agency 13 3,50 Agency 14 4,00 Note: Where number of responses<5, responses are not shown Agency 15 3,50 Agency 16 3,00 Agency 17 2,00 Source: Staff Survey

  31. APPENDIX • “Building block” and well-being & fair treatment average scores by UN organisation/unit • Data tables by demographic breakdowns • Responses to questions on most important reasons for CER, most important objectives of CER and agency/UN identification by UN organisation, contract type, gender, etc. • Responses to other questions by UN organisation/unit • Reponses to other questions by type of survey, programmes vs. operations, gender • Responses to other questions by contract, involvement with CER, location and tenure • Standard deviations for survey questions on each of the “building blocks”

  32. REASON FOR CER (1/2): What in your view is the most important reason why the CER Initiative is being pursued? Insert data in tables Source: Staff Survey

  33. APPENDIX • “Building block” and well-being & fair treatment average scores by UN organisation/unit • Data tables by demographic breakdowns • Responses to questions on most important reasons for CER, most important objectives of CER and agency/UN identification by UN organisation, contract type, gender, etc. • Responses to other questions by UN organisation/unit • Reponses to other questions by type of survey, programmes vs. operations, gender • Responses to other questions by contract, involvement with CER, location and tenure • Standard deviations for survey questions on each of the “building blocks”

  34. CLEAR DIRECTION – AVERAGE RESPONSE BY UN ORGANIZATION WHERE NO OF RESPONSES >4 (5= Strongly agree, 1= Strongly disagree) Insert data in tables Note: Where number of respondents <5, fields are marked as X – however, the hidden responses are still used to compute the building block average Source: Staff Survey

  35. APPENDIX • “Building block” and well-being & fair treatment average scores by UN organisation/unit • Data tables by demographic breakdowns • Responses to questions on most important reasons for CER, most important objectives of CER and agency/UN identification by UN organisation, contract type, gender, etc. • Responses to other questions by UN organisation/unit • Reponses to other questions by type of survey, programmes vs. operations, gender • Responses to other questions by contract, involvement with CER, location and tenure • Standard deviations for survey questions on each of the “building blocks”

  36. COMMUNICATION– AVERAGE RESPONSE WHERE NUMBER OF RESPONSES >4 (5= Strongly agree, 1= Strongly disagree) Insert data in tables Note: Where number of respondents <5, fields are marked as X, however, the hidden responses are still used to compute the building block average Source: Staff Survey

  37. APPENDIX • “Building block” and well-being & fair treatment average scores by UN organisation/unit • Data tables by demographic breakdowns • Responses to questions on most important reasons for CER, most important objectives of CER and agency/UN identification by UN organisation, contract type, gender, etc. • Responses to other questions by UN organisation/unit • Reponses to other questions by type of survey, programmes vs. operations, gender • Responses to other questions by contract, involvement with CER, location and tenure • Standard deviations for survey questions on each of the “building blocks”

  38. BELIEF AND SUPPORT (1/2)–AVERAGE RESPONSE WHERE NUMBER OF RESPONSES >4 (5= Strongly agree, 1= Strongly disagree) Insert data in tables Note: Where number of respondents <5, fields are marked as X, however, the hidden responses are still used to compute the building block average Source: Staff Survey

  39. APPENDIX “Building block” and well-being & fair treatment average scores by UN organisation/unit Data tables by demographic breakdowns Standard deviations for survey questions on each of the “building blocks”

  40. CLEAR DIRECTION Strongly disagree Strongly agree Survey questions *I know what are the objectives of the CER Initiative (n=334) 4,00 *I understand why the UN system is pursuing the CER Initiative (n=330) 4,00 I am receiving the information I need regarding the current status and the next steps being taken on the CER Initiative in country (n=330) 3,50 **The UNCT (i.e. Resident Coordinator and Heads of Agencies) all have the same vision for the CER Initiative (n=137, Don't know/NA=16) 2,00 *The CER Initiative agenda provides clear direction for most of the UN’s activities in country (n=153) 3,00 **I understand what ‘CER Initiative’ is going to mean for me and how it is going to impact my job (n=330) 3,00 **I see the UN speaking with One Voice externally in country through coordinated communications and advocacy efforts (n=145) 3,00 * Not asked in HoA version ** Not asked in Short version Source: Staff Survey

More Related