Faculty & Staff Survey Results 2009 Institutional Research & Assessment

Faculty & Staff Survey Results2009Institutional Research & Assessment

Faculty and Staff Survey Results Executive Summary

Executive Summary • Scores for all three overall measures increased indicating a more positive attitude overall.

Executive Summary • High Scores/Low Scores • Staff feel that they know what is expected of them, they understand their role at DU, and they support and carry out university objectives • There was less agreement about having an opportunity to provide input into planning and receiving information about changes in a timely manner. However, there was improvement in both of these measures. • Increases/Decreases Over Last Year • There was a significant increase in satisfaction for four specific areas: • DU fostering a environment that invites diversity. • Opportunity to provide input into planning for Davenport's future. • Feeling a sense of belonging at Davenport • Receiving information about changes or events at Davenport in a timely manner. • There was a decrease in agreement in three areas: • Staff in my department are honest with one another. • Davenport's life insurance coverage provides adequate protection. • My supervisor and employees in my area are working toward the same objectives.

Executive Summary • Areas of Focus • High rated areas that are also areas highly correlated to recommending DU as a place to work include: understanding DU’s mission, vision and values and being treated fairly and with respect . DU should continue to ensure satisfaction in these areas since they are of utmost importance to staff. • There are other areas deemed important to staff, however, that are rated lower and would benefit from improvement or improved perceptions. These include the following statements: • DU fosters an environment that invites diversity. • I have a voice in decisions that affect my job. • Leadership & employees are working to accomplish the same objectives.

Faculty and Staff Survey Results Background and Methodology

The sixth-annual faculty and staff survey was conducted between October 9 and October 21, 2009. The purpose of this survey is to: Gain an understanding of employee's opinions, concerns, and perceptions of the organization. Identify areas in need of improvement. Provide data that tracks employee satisfaction and organizational culture. An invitation to participate in the online survey was sent to all full-time staff and full-time faculty as well as all part-time staff (610). A total of 458 surveys were completed for a response rate of 75%. Background and Methodology

Demographic Comparison • The demographic profile of survey respondents is similar to previous years.

Demographic Comparison (cont.) • Slightly more participants than in the previous years have a master’s degree.

Faculty and Staff Survey Results Davenport University Overall

Overall Measures • Scores for all three historic overall measures increased. Four of five employees agreed with a new statement added this year that they are satisfied with Davenport as a place to work. • There was a large increase in the percentage of people who agreed that DU is on the right track for the future, and that they would recommend Davenport as a place to work. Notes: (1) Percentage based on agree/strongly agree responses; (2) Red/Green highlighting denotes significant increase/decrease over 2006; (3) Blue highlighting indicates variable with high impact on willingness to recommend DU as a place to work.

Strategic Direction – Overall • Two-thirds of DU employees agree that university leadership and employees are working to accomplish the same objectives. This is an area highly correlated with employees’ willingness to recommend Davenport as a place to work. Therefore, this area is of utmost importance. • Most employees agree that they support and carry out the university objectives as well as understand their role in helping students “start, stay and succeed.” • Although still low, agreement regarding the ability to provide input into DU’s future has improved from last year and is at its highest rating since the survey began. Notes: (1) Percentage based on agree/strongly agree responses; (2) Red/Green highlighting denotes significant increase/decrease over 2006; (3) Blue highlighting indicates variable with high impact on willingness to recommend DU as a place to work.

Communication • Communication at the overall university level improved, with more than last year agreeing they receive information in a timely manner. This score, while still moderately low, is much improved from 2005. • The majority of staff report understanding the university’s mission, vision and values. Notes: (1) Percentage based on agree/strongly agree responses; (2) Red/Green highlighting denotes significant increase/decrease over 2006; (3) Blue highlighting indicates variable with high impact on willingness to recommend DU as a place to work.

Work Environment/Culture – Overall • Almost all employees feel they understand what is expected of them when providing good customer service. • Agreement has increased in two key areas: • Feeling a sense of belonging at DU • DU fosters an environment that invites diversity Notes: (1) Percentage based on agree/strongly agree responses; (2) Red/Green highlighting denotes significant increase/decrease over 2006; (3) Blue highlighting indicates variable with high impact on willingness to recommend DU as a place to work.

Faculty and Staff Survey Results Specific Work Area or Department

Strategic Direction – Department • Most staff continue to feel that their department supports and works to fulfill the university’s strategic plan, while about three-quarters feel they are able to provide input into planning for their department’s future. Both of these areas showed slight decreases. Notes: (1) Percentage based on agree/strongly agree responses; (2) Red/Green highlighting denotes significant increase/decrease over 2006; (3) Blue highlighting indicates variable with high impact on willingness to recommend DU as a place to work.

Work Environment/Culture – Department • Staff agree that they are held accountable, work as an effective team and are being treated fairly and with respect within their department. • More staff report having the appropriate resources to perform their job. Notes: (1) Percentage based on agree/strongly agree responses; (2) Red/Green highlighting denotes significant increase/decrease over 2006; (3) Blue highlighting indicates variable with high impact on willingness to recommend DU as a place to work.

Supervisor – Department • Most of the areas related to supervisors are positive. In particular, the majority of staff feel they know what is expected of them and that their supervisor cares about them as an individual. • Although still high, there were significant decreases in two areas: • Supervisor and employees working to accomplish the same goals • Staff in my department are honest with one another Notes: (1) Percentage based on agree/strongly agree responses; (2) Red/Green highlighting denotes significant increase/decrease over 2006; (3) Blue highlighting indicates variable with high impact on willingness to recommend DU as a place to work.

Faculty and Staff Survey Results Benefits

Benefit Ratings • Benefit ratings have remained steady, except for a decline in satisfaction for life insurance coverage. • Employees continue to appreciate Davenport’s PTO and benefit choices. Notes: (1) Percentage based on agree/strongly agree responses; (2) Red/Green highlighting denotes significant increase/decrease over 2006; (3) Blue highlighting indicates variable with high impact on willingness to recommend DU as a place to work.

Benefit Attitudes • Staff feel that increasing pay is not as important as maintaining benefits. Most also feel they have enough choice on how benefit dollars are spent. • Compared to past years, significantly more employees agree that the 403(B) plan is a good way to save for retirement. Notes: (1) Percentage based on agree/strongly agree responses; (2) Red/Green highlighting denotes significant increase/decrease over 2006; (3) Blue highlighting indicates variable with high impact on willingness to recommend DU as a place to work.

Faculty and Staff Survey Results Staff Comments

Reason Satisfied with DU • Most Davenport University staff and faculty members are satisfied with their work at DU – stating that DU has a positive work environment and excellent co-workers. • Davenport employees enjoy their work and feel that the university is on the right track for the future.

Reasons Satisfied - Representative Comments Positive Environment • Davenport creates an open, friendly atmosphere where employees are encouraged to grow and contribute to the university on many levels. • Davenport is very willing to work with their employees. They are concerned with the well being of everyone. • Davenport University gives me the freedom to complete my tasks my way. The university has always treated me with respect. • DU is an open and welcoming environment. • Having been at a few other institutions, this morale and climate at DU is the best I have ever experienced. Excellent co-workers • Great staff, dedicated to the students. • Camaraderie among staff members; nice group of people I like the people and the students. • It's nice to go to work and know and like the people around you! • Excellent team members. • I enjoy the people I work with - both students and staff. • I work with world class people that also excel at delivering quality education.

Reasons Satisfied - Representative Comments The work is rewarding/Enjoy the job • I am employed in a profession that allows me to help other people better their lives. • I enjoy my job of helping others, the benefits, and opportunities that Davenport provides. • Helping students succeed is very • am very committed to this work. The rewards are many and we are on the right track. • I genuinely like my job. It is interesting, challenging, and I like the staff with whom I work. • I enjoy the type of work I do and the people I work with. While certain things can be frustrating, at the end of the day I feel like I made a positive difference in a young person's life. DU is on the right track • Even though there have been a lot of potholes in the road in recent years, the change and progress has largely been positive. • I agree that we are going in the right direction, however, there are many areas that we need to improve upon to make things go smoother for the students. • I'm cautiously optimistic our change in leadership will listen and take us in the 'right' direction. We'll be able to tell over the next year if the actions align w/ the verbiage. • I believe in our mission, commitment to students, and our faculty and staff. • I think that Davenport is on the right track and has good intentions, but there are still a number of systems that I feel need to be in place to make it even better.

Reason Not Satisfied with DU • Only 30 (6.5%) people indicated that they are not satisfied working at DU. Another 58 people neither agreed nor disagreed with this statement (12%). • For those who indicated that they were not satisfied with their work at DU, the primary reasons were the feeling that the workload was too great or their was dissatisfaction with leadership. Some also mentioned communication problems and dissatisfaction with compensation.

Reasons Not Satisfied - Representative Comments Evaluate workload/Hire more staff • Full-time faculty are overworked here. Teaching 30 credit hours a year is too much. • I believe that the work load we carry it outrageous, and the expectations too high to complete that work in a timely manner. We do not have enough the proper balance of staff to deal with the call volume as well as the ridiculous amount of work! • The list of responsibilities for my position is overwhelming and additional responsibilities seem to be added weekly. It is very disappointing to not be able to deliver GREAT customer service to our students because of the many hats we are required to wear. • With the shortage of staff members in Student Services it is difficult to delivery quality to both internal and external customers. Dissatisfaction with leadership • DU can occasionally be an "old boys network". • I am primarily satisfied working at DU, but I would be more satisfied if I had leadership who were more qualified for their roles. I am very hopeful about our new president and expect to find greater satisfaction over the next period of time. • The politics and the layers of administration can be frustrating to deal with. • There has been a general institutional culture that the Cabinet are the people that matter and the rest of us are replaceable cogs on a wheel who are not valued by leadership. • There seems to be more of a focus on kingdom building versus quality.

Comments to Leadership • Staff members are pleased with benefits but would like to see pay made more competitive. • The need for improved communication was mentioned by some as well as the wish that Davenport was more inclusive. • Others felt that the workload did not allow them to take advantage of all of their PTO and felt that there was room for improvement with healthcare benefits.

Comments to Leadership - Representative Comments Make pay more competitive • A universal problem is that with the past limits on pay increase salaries have not kept pace with the increasing medical costs, declining medical coverage and the overall increase in the cost of living. • I believe that we are under paid for our job and the qualifications required to perform our job compared to other local universities...needs to be more competitive to keep people in their positions. • I hope that limiting raises to 2% only lasts this year- prices on EVERYTHING are steadily increasing and our pay is not increasing at the same rate. • Pay scales are seriously low and dilute our programs because we can not attract good talent or keep worthy instructors. Communication • DU needs to do better at communication information between departments before it goes out to the students. • It would be nice to get information well in advance to changes, updates relating to policy and programs. It's fine when Administration knows but when you release it to the student population and give the rest of the staff a heads up the same day or after the fact, we have to scramble to get answers... • Significant changes and events should be announced BEFORE they happen. Unnecessary secrecy leads the rank-and-file to feel they have no input and are not trusted or included.

Comments to Leadership - Representative Comments Workload doesn't allow full usage of PTO • As we are now required to work more with fewer people, it is becoming more common to have PTO requests denied. • We should be compensated for unused PTO days. • I do not agree that during peak times that you can only take two days off in a row if you are achieving your goals. It can be difficult to work PTO time around classroom and meeting obligations • Please revise the summer PTO restriction. It's not fair to our kids to not be able to take them on a full week vacation. Taking them out of school during the school year is not an option. Be more inclusive • I feel that we need to have more student voice in the future and direction of Davenport University. • I would like to work in an environment that embraces diversity, allows individuals (at all employment levels) to be a part of the strategic planning and decision making. • Leadership fails to listen to concerns and suggestions of those under them. • Many of us are awaiting the new strategic plan, and are disappointed about the selection process of who was on the committee. Also the Environmental Scan was not made public to employees.

Highs Scoring Areas • The areas with the most positive reactions center around understanding expectations when it comes to customer service, upholding personal accountability, and carrying out university objectives and the strategic plan. • Many of the areas are related to department or supervisor themes. • Knowing what is expected of them is the highest-rated factor that is the most important to staff. Notes: (1) Percentage based on agree/strongly agree responses; (2) Blue highlighting indicates variable with high impact on willingness to recommend DU as a place to work.

Low Scoring Areas • Staff tend not to agree they have input into planning for DU’s future. Communication in a timely manner is also rated lower, as is satisfaction with compensation and life insurance. • Three of the lowest-rated statements are also of utmost importance to staff (blue) and should be considered areas to explore for improvement. Notes: (1) Percentage based on agree/strongly agree responses; (2) Blue highlighting indicates variable with high impact on willingness to recommend DU as a place to work.

Where to Focus • All of these statements are highly correlated with staff’s willingness to recommend DU as a place to work. • This means that these areas have the most influence on job satisfaction. • Areas of high agreement to the statements, such as knowing what is expected of you and being treated fairly and with respect are helping to keep staff satisfied. • If areas of low agreement, such as having a voice in decisions that affect your joband leadership and employees working to accomplish the same objectives were improved, staff’s willingness to recommend DU would also increase. • Therefore, the areas in the bottom section of this chart are suggested areas for improvement, while the areas near the top should be maintained. Notes: (1) Percentage based on agree/strongly agree responses.

Faculty and Staff Survey Results Appendix -STAIRS

Serving Students with Quality • There continues to be a good understanding among staff related to their role in serving students with quality. Notes: (1) Percentage based on agree/strongly agree responses; (2) Red/Green highlighting denotes significant increase/decrease over 2006; (3) Blue highlighting indicates variable with high impact on willingness to recommend DU as a place to work.

Trustworthiness • Statements related to trustworthiness are met with high agreement. • The statement “staff in my department are honest with one another” has decreased in agreement from last year. Notes: (1) Percentage based on agree/strongly agree responses; (2) Red/Green highlighting denotes significant increase/decrease over 2006; (3) Blue highlighting indicates variable with high impact on willingness to recommend DU as a place to work.

Accountability • Areas related to accountability are met with high agreement from staff. • Staff are less likely to feel that their supervisor and other employees are working to accomplish the same objectives. Notes: (1) Percentage based on agree/strongly agree responses; (2) Red/Green highlighting denotes significant increase/decrease over 2006; (3) Blue highlighting indicates variable with high impact on willingness to recommend DU as a place to work.

Innovation and Creativity • Questions related to empowerment and having a voice in decisions are considered highly influential on staff’s willingness to recommend DU to others. Scores in this area have improved slightly but remain moderate. • While still low, there was a significant increase in employees feeling like they have an opportunity to provide input into planning for DU’s future. Notes: (1) Percentage based on agree/strongly agree responses; (2) Red/Green highlighting denotes significant increase/decrease over 2006; (3) Blue highlighting indicates variable with high impact on willingness to recommend DU as a place to work.

Respect for People • Areas related to respect for people are rated high. • While there continues to be room for improvement on diversity of thoughts, people and ideas, this area did improve significantly from the previous year. Notes: (1) Percentage based on agree/strongly agree responses; (2) Red/Green highlighting denotes significant increase/decrease over 2006; (3) Blue highlighting indicates variable with high impact on willingness to recommend DU as a place to work.

Faculty & Staff Survey Results 2009 Institutional Research & Assessment