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

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

9. 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.

10. 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.

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

12. 47. My supervisor/department chair supports my efforts to balance my work and personal life. (Compensation, Benefits, Work/Life Balance)

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

14. 50. This institution places sufficient emphasis on having diverse faculty, administration, and staff. (Policies, Resources, Efficiency)

15. 60. All things considered, this is a great place to work. (Pride)

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

17. 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?

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

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

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

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

22. 58. There’s a sense we are all on one team at this institution. (Collaboration) Session F

23. 55. There is regular and open communication among faculty, administration, and staff. (Faculty, Administration Staff Relations) Session F

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

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

26. Most important goal: • Translate Employee Engagement Survey results into actions for improvement to make our work more fulfilling and satisfying for all of us.

27. Breakout Sessions – 10:45 am – 12:00 pm • Please see agenda for breakout session topics and locations – most of you have registered and received reminder emails. (If you have not registered, sessions C, E, H & I have most available seats.) • Each session will focus on results of one or two survey items. Working in groups of two or three, participants will respond to the following: • Why do you think many people gave negative responses to item(s)? • What can we do to improve? • Groups will develop at least one recommendation for improvement. • For the recommendation, group will provide following information.

28. Recommendation Details • Engagement Survey Item(s) • Strategy name? Brief Description • Resources needed: Staff? Funding? Approximate amount? • Office(s) or individual(s) responsible? • Assessment – How will we know if the strategy is working? (Review results of next survey. Others?) • Timeline for implementation? • Session leaders will give one-minute report at wrap-up session and submit for inclusion in Action Plan

29. Lunch – Activity: 12:30 pm – 2:00 pm(note change of time) • Boxed lunches will be available in Lobby of LSA, SciTech, and Taylor Science • Please return to your breakout session room to eat lunch – activity planned: each group discuss ways for increasing collaboration and sense of community • Facilitators will give out cards for Door Prize drawings (so you must participate in the lunch activity to be eligible for door prizes.)

30. Wrap-Up and Next Steps: 2:30 pm – 3:30 pm (Note change of time) • Facilitators will give brief report on sessions • Drawing for Door Prizes

31. Action Plan – Next Steps – Follow up • Action Plan, including your recommendations, will be submitted to UNC System Office by January 31 • Progress will be monitored by UNC System Office and reported to Board of Governors as required by UNC System Strategic Plan • Action Plan will also be an important component of SACSCOC Self-Study and our next strategic plan • Action Plan status reports to campus on regular basis (i.e., at Bronco Kickoff) • Spring 2020, the UNC System Engagement Survey will be administered again • Initiatives related to improving employee engagement will not go away anytime soon.

32. 52. We celebrate significant milestones and important accomplishments at this institution. (Respect & Appreciation) For discussion in Sessions on Recognitions Programs for Staff and Faculty.

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

34. 59. This institution’s culture is special – something you don’t just find anywhere. (Pride)

35. Overall Average – All 60 Items mission.

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

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

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

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

40. 45. At this institution, people are supportive of their colleagues regardless of their heritage or background. (Respect & Appreciation)

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

42. 49. This institution actively contributes to the community. (Policies, Resources, and Efficiency)