Highlights of the Staff Survey 2011 Cheryl Kershaw Director of Surveys and Research

1. Highlights of the Staff Survey 2011 Cheryl Kershaw Director of Surveys and Research

2. Introduction • Methodology • Participation • Employee engagement measures • Year on year changes • Areas for improvement • Areas of strength • Employee engagement index

3. Survey Participation and Response Rates in 2011

4. Response Rates

5. Participation

6. Participation

7. Response Rates

8. Comparisons with other universities

9. Benchmarking with 37 other universities • 6 top scores (5 are statistically significantly different) • 79 scores above the median (52 were statistically significantly different) • 22 scores on or around the ‘norm’ i.e. median • 41 below the median (22 were statistically significantly different) • 2 of the lowest scores in the benchmark group

10. Employee Engagement

11. What is Employee Engagement … It’s all about: .. getting employees to “give it their all” - commitment .. employees as advocates – ambassadors for the employer .. becoming an employer of choice .. improving productivity and quality of services …morale

12. Employee Engagement (High Score is a good result)

13. Employee Engagement (High Score is a good result)

14. Employee Engagement (Low Score is a good result)

15. Year on Year Comparison

16. Year on Year Comparison • A year-on-year comparison of questions which can be measured has revealed 95 issues were statistically significantly different; • 19 issues deteriorated • 76 issues had improved

17. Top Improvements

18. Deteriorations

19. Areas for Improvement

20. Areas for improvement • Workload and bureaucracy • Managing change • Staff who are considering leaving and career progression • Communication • Leadership/visibility of senior managers

21. Workload and bureaucracy

22. Managing change

23. Considering leaving & career progression

24. Considering leaving & career progression

25. Communication

26. Senior management

27. Staff’s comments and suggestions for improvement • Communication (610 respondents) • Feeling valued/supported (484 respondents) • Job satisfaction (411 respondents) • Relationships/cooperation (394 respondents) • Management – immediate and local (376 respondents)

28. Areas of strength

29. Areas of Strength

30. Pay and benefits

31. Equality and diversity

32. Working environment

33. Quality service

34. Working together

35. Work life balance

36. Feeling valued

37. Staff’s comments on what they like about working at Northumbria University • Job satisfaction (769 respondents) • Pay and benefits (746 respondents) • Relationships/cooperation (687 respondents) • Feeling valued/supported (450 respondents) • Job security (367 respondents)

38. Employer of Choice

39. Employer of choice

40. Employer of choice • Employee Engagement Index (KPI) at 3.41 in 2011 (was 3.21 in 2008). A score of 3.00 or above indicates an organisation to be considered an Employer of Choice. • Responses relating to the questions on whether ‘the organisation is a good place to work’ are generally linked to staff views of what might happen in the next 12 months and what has happened in the last 12 months. • How change is managed, communicated and explained in the organisation is key to maintaining good employee engagement and avoiding ‘survivor syndrome’ in businesses where significant change takes place.

41. Questions?

42. Focus for 2012 Actions • Workload and bureaucracy • Managing change • Staff who are considering leaving and career progression • Communication • Leadership/visibility of senior managers