2018 UNC System Employee Engagement Survey Results

1. 2018 UNC System Employee Engagement Survey Results Using Results to Improve Outcomes at Fayetteville State University For Discussion and Action Planning

2. Survey Overview Purpose – Administered as part of UNC System Strategic Plan (Priority 5, Goal 11) Methodology - Online/Paper survey: January 29 – February 19, 2018 Response Rates:UNC System: 22,659/45,299 – 50% FSU: 477/801 – 60% Content: 60 questions on 5-point agreement scale; 2 open ended questions 2018 UNC System Employee Engagement Survey 2

3. Response Guidelines • Response Options: • Strongly Agree • Agree • Sometimes Agree/Sometimes Disagree • Disagree • Strongly Disagree • Not Applicable • Reporting Results: • Positive = % Strongly Agree or Agree • Negative = % Strong Disagree or Disagree

4. Interpreting Engagement Survey Results % Positive = “Strongly Agree” or “Agree” % Negative = “Strongly Disagree” or “Disagree” Guidelines for interpreting results of the UNC System Employee Engagement Survey.

5. Results for “Honor Roll,” All UNC, FSU by Position Category mission.

6. Fyi – Honor Roll institutions - 2017

7. 1. My job makes good use of my skills and abilities. (Job Satisfaction/Support)

8. 2. I am given the responsibility and freedom to do my job. (Job Satisfaction/Support)

9. 3. My supervisor/department chair makes his/her expectations clear. (Supervisor/Department Chair)

10. 4. I am provided the resources I need to be effective in my job. (Job Satisfaction/Support)

11. 5. I understand how my job contributes to this institution’s mission. (Pride)

12. 6. I am given the opportunity to develop my skills at this institution. (Professional Development)

13. 7. I receive feedback from my supervisor/department chair that helps me.

14. 8. When I offer a new idea I believe it will be fully considered. (Communication)

15. 9. I am regularly recognized for my contributions. (Respect & Appreciation) Sessions D & E Also, Session G, “Five Languages of Appreciation

16. 10. I understand the necessary requirements to advance my career. (Professional Development)

17. 11. I am paid fairly for my work. (Compensation, Benefits, Life/Work Balance) • Only members of cabinet gave positive response. • Even honor roll colleges have only fair rating. • At the campus level we have limited resources to increase salaries. • Average rating for entire system is Red Flag. The UNC System Office is using these data to inform requests for funding for salary increases.

18. 12. I believe what I am told by my supervisor/department chair. (Supervisor/Department Chair)

19. 13. We have opportunities to contribute to important decisions in my department. (Collaboration)

20. 14. I can speak up or challenge a traditional way of doing something without fear of harming my career. (Fairness) Sessions A, B, & C Is this low response related to low response on previous item?

21. 15. My supervisor/department chair regularly models this institution’s values. (Supervisor/Department Chair)

22. 16. Promotions in my department are based on a person’s ability. (Fairness) Sessions A, B, & C Is this low response related to low response on previous item?

23. 17. Our review process accurately measures my job performance. (Policies, Resources, and Efficiency) Sessions A, B, & C; Performance Evaluations

24. 18.Issues of low performance are addressed in my department. (Fairness) Sessions A, B, & C Is this low response related to low response on previous item?

25. 19. My supervisor/department chair is consistent and fair. (Supervisor/Department Chair)

26. 20. My supervisor/department chair actively solicits my suggestions and ideas. (Supervisor/Department Chair)

27. 21. In my department, we communicate openly about issues that impact each other’s work. (Communication)

28. 22. Changes that affect me are discussed prior to implementation. (Communication) Session F

29. 23. People in my department work well together. (Collaboration)

30. 24. I have a good relationship with my supervisor/department chair. (Supervisor/Department Chair)

31. 25. Overall, my department is a good place to work. (Pride)

32. 26. I can count on people to cooperate across departments. (Collaboration)

33. 27. Senior leadership provides a clear direction for this institution’s speech. (Senior Leadership)

34. 28. My department has adequate faculty/staff to achieve our goals. (Policies, Resources, Efficiency) • Even “honor roll” colleges have only “fair” rating on this item; UNC overall is lower than FSU’s. • All FSU job categories give negative feedback on this item. • Addressing this problem requires strategies to overcome budget constraints.

35. 29. This institution takes reasonable steps to provide a safe and secure environment for the campus. (Facilities)

36. 30. Our orientation program prepares new faculty, administration, and staff to be effective. (Policies, Resources, Efficiency)

37. 31. The facilities (e.g., classrooms, offices, laboratories) adequately meet my needs. (Facilities)

38. 32. Our senior leadership has the knowledge, skills, and experience necessary for institutional success. (Senior Leadership)

39. 33. There is a good balance of teaching, research, and service at this institution. (Teaching Environment)

40. 34. This institution’s benefits meet my needs. (Compensation, Benefits, Work/Life Balance)

41. 35. Our recognitions and rewards programs are meaningful to me. (Respect & Appreciation) Sessions D & E discussion of Recognitions Programs for Staff and Faculty.

42. 36. I am proud to be a part of this institution. (Pride)

43. 37. Senior leadership shows a genuine interest in the well-being of faculty, administration, and staff. (Senior Leadership)

44. 38. The role of faculty in shared governance is clearly stated and publicized. (Shared Governance) Session I

45. 39. Faculty are appropriately involved in decisions related to the education program (e.g. curriculum development, evaluation). (Shared Governance)

46. 40. Teaching is appropriately recognized in the evaluation and promotion process. (Teaching Environment)

47. 41. Senior leadership communicates openly about important matters. (Senior Leadership)

48. 42. Faculty, administration, and staff are meaningfully involved in institutional planning. (Shared Governance) Session H & I

49. 43. At this institution, we discuss and debate issues respectfully to get better results. (Communication) Session F

50. 44. This institution’s policies and practices ensure fair treatment for faculty, administration, and staff. (Fairness) Sessions A, B, & C Is this low response related to low response on previous item?