UCSD Medical Center and [Work unit name]

1. Executive Overview UCSD Medical Center and [Work unit name]

2. Content • Introduction • Overall UCSD Medical Center Results • Feedback and Action Planning • Next Steps

3. Introduction

4. Introduction About Morehead Associates • Based in Charlotte, North Carolina • Over 25 years of workplace research experience • Nearly 4 million individual employees surveyed • Clients throughout the United States and abroad • Employee populations ranging from 100 to over 50,000

5. COMMITMENT INDICATOR Workforce Commitment ModelTM MANAGER DOMAIN ORGANIZATION DOMAIN Leadership Skills Employee Involvement Quality/Customer Focus .10 Regard for Employees Work-Personal Life Balance Fair Compensation Growth and Development Citizenship Unity Quality/Customer Focus Enhanced Organizational Performance .64 EMPLOYEE DOMAIN Job-Person Match Coworker Relations Quality/Customer Focus .14 Regression coefficients indicate the strength of the relationship between the domain and commitment. Analysis based on Morehead’s National Database

6. The Power of Excellence and Employee Survey

7. Item Highlights The Power of Excellence and Employee Survey (Contd.)

8. Introduction The Structure of Your Survey 70 Closed-ended items: 66 items from 2004 60 items with comparisons to Morehead’s National Healthcare Average 2006 46 items with comparisons to Morehead’s National University Affiliated Hospital Average 2006 All items categorized into Domains 1 Open-ended item: • What is one suggestion you would offer to make UCSD Medical Center a better place to work?

9. Disagree Neutral 1 1 5 5 4 4 3 3 2 2 Introduction Performance Scale Agree Strongly Agree Strongly Disagree % Neutral % Unfavorable Response % Favorable Response Importance Scale Somewhat Important Not Important Very Important Important Extremely Important

10. Introduction National Healthcare Average Morehead’s National Healthcare Average is a composite of more than 600,000 healthcare workers. Updated annually and reflective of the U.S. Healthcare Sector, the National Healthcare Average is representative of the opinions of current American healthcare employees. A representative sample of clients includes: Advocate Health Care Benedictine Health System Carolina Medical Center Catholic Health East Montefiore Medical Center OSF HealthCare System Provena Health Rehabilitation Institute of Chicago Scottsdale Healthcare The Bellevue Hospital The Methodist Hospital System Vanderbilt Medical Center Wheaton Franciscan Healthcare

11. Introduction National University Affiliated Hospital Average Morehead’s National University Affiliated Hospital Average is a benchmark comprised of more than 200,000 healthcare workers. Updated annually, the National University Affiliated Hospital Average is representative of the opinions of healthcare workers currently employed in university affiliated healthcare settings across the United States. A representative sample of clients includes: Loyola University Health System (IL) NYU Medical Center State University of New York – Downstate Medical Center The University Hospital of the Albert Einstein College of Medicine The University of Chicago Hospitals University of Arkansas for Medical Sciences UCLA, UCSF, UCI University of Iowa Hospitals & Clinics University of Kansas Medical Center University of Utah Hospital & Clinics Vanderbilt University Medical Center Yale New Haven Health System

12. Introduction Survey Administration Method: Web-based Timeframe: May 2006 Response Rate May 2006: 3,531 (84%) September - October 2004: 2,515 (66%)

13. Overall UCSD Results

14. Results -Observations Key Observations • Overall, employees at UCSD are mostly either slightly above or within the range in their satisfaction in comparison to the National Healthcare Average. • Areas of Strength: • Perceptions of how UCSD is viewed in the community • Perceptions of job security • Coworker relationships • Employees enjoying their job • Employees taking pride in working for UCSD • Intentions to remain with UCSD • Areas of Concern: • Perceptions of quality care • Availability of ongoing training • Up-to-date technology/equipment • Staffing • Pay

15. Results -Observations Key Observations (continued) • In comparison to 2003, employee perceptions improved on most of the items. • Areas of Largest Growth: • Aspects of manager-employee relationships (feedback, respect) • Perceptions of trust at UCSD • Perceptions of staffing • Areas of Largest Decline: • Satisfaction with benefits • Perceptions around financial rewards • Results vary by work unit.

16. Results -Domains

17. Results -Domains

18. Comment Themes Comment Analysis Top Themes The Open-ended Item: What is one suggestion you would offer to make UCSD Medical Center a better place to work? • Improve pay and benefits (28%) • Address the parking situation (19%) • Update the facility, equipment, and technology (14%) • Recognize and reward employees (9%) • Open lines of communication (8%) Note: A total of 2,336 responses were given for this item.

19. [Name of Work Unit] Results

20. Key Observations • [Insert Observations on general levels of commitment and satisfaction] • [Insert Work Unit Strength] • [Insert Work Unit Concerns]

21. Feedback and Action Planning

22. Group Exercise • In groups of 5 or less examine work unit results • Choose two items to work on as a group • Discuss what steps can be taken to improve on both items and who would be responsible for taking these steps • Share your conclusions with the larger group

23. Conclusion Timeline Worksheet Review overall organizational results and work unit results by 08/31 Meet with your leaders to discuss results by 09/15 Leaders discuss the results with work units and develop action plans by 10/01 Record and track action plans and progress using the Web-based Action Planning System by 10/13 Implement action plans and report on progress On-going with Quarterly Reports to SMT