Employee Engagement

1. Employee Engagement Survey Results – District Wide March 2013

2. What is Employee Engagement? • Employee engagement refers to the connection and commitment employees exhibit toward an organization, leading to higher levels of productive work behaviors. Engaged employees are: • Up to 26% more productive • Twice as likely to exceed performance expectations • Up to 20% less likely to be absent • Less likely to leave • More supportive and resilient in the face of change

3. Survey • Administered to employees through Zoomerang • Preserved individual confidentiality • Mixture of ranked and open ended questions • Centered on 5 main themes: • Communication and Involvement • Valuing Diversity • Organizational Culture/Image • Job • Site Leadership or Supervisor

4. Participation • 356 participants (389 in 2011): About 56% of all regular staff • All locations reported • Variety of years of service in participants: • Less than one year – 10% • One to Four years – 17% • Five to Nine years – 31% • Over 10 years – 42%

5. Results • Engaged employees answer ‘Agree’ or ‘Strongly Agree’; ‘Neutral’ and below are not engaged • World Class target for organizations is 80% engagement of employees • Engagement has declined in many organizations the last 4 years: 46% decreased, 30% increased per Hewitt Study • Austin Public Schools overall engagement score was 70.4%, up from 68% in 2011

6. Score Breakdown-Communication and Involvement (7questions) • Over all score in topic – 66.74% • Highest ranked questions • I have a clear understanding of APS mission, vision and values – 80.6% • I understand how my efforts connect to the mission, vision and values of APS – 78.4% • Lowest ranked questions • Communication between different areas of the District is well coordinated – 61.3% • I receive adequate recognition for good work – 42.40%

7. Score Breakdown – Valuing Diversity (5 questions) • Overall score in topic – 75.84% • Highest ranked questions • I understand the importance of valuing differences – 95.8% • People are treated with respect and appreciation regardless of race, gender, position, function/department, age, disability, etc – 75.3% • Lowest ranked questions • The environment at APS is supportive of the expression of different opinions, styles and perceptions – 39.9% • We are making good progress towards valuing differences – 26.4%

8. Score Breakdown – Organizational Culture/Image – (7 questions) • Overall score in topic – 62.93% • Highest ranked questions • APS cares about the community – 82.70% • I trust my co-workers – 79.5% • Lowest ranked questions • People are concerned about what is good for the entire organization instead of what is good for themselves or their groups/areas – 53% • People are focused on solutions, rather than blame – 46.5%

9. Score Breakdown – Job (8questions) • Overall score in topic – 69.78% • Highest ranked questions • I am able to take pride in a job well done – 91% • I have the chance to make the use of my abilities and skills – 81.9% • Lowest ranked questions • There is cooperation between my area and others in the District – 48.3% • I feel I have an acceptable balance between work and my home life – 42.3%

10. Score Breakdown – Site Leadership or Supervisor (10 questions) • Overall score in topic – 76.24% • Highest ranked questions • Site leadership has high expectations for student achievement – 84.9% • Site leadership has high expectations for employees – 84.5% • Lowest ranked questions • A strong and positive sense of community is present in our building – 35.3% • Site leadership gives me credit for work well done – 31.5%

11. Future Goals • Engagement now Part of Scorecard C for the District • Currently, we are at the ‘Baseline’ level on the scorecard, up from the ‘Concern’ level in 2011 • Meet with each site to go over site scores with all employees • Meet with Principal’s to discuss results for site and tie into the new Principal evaluation • Develop Action plans and measure trend line in one year

12. Questions?