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Using the Data: Emory’s Climate Survey

Using the Data: Emory’s Climate Survey. Brown Bag Series Thursday, March 9 DUC – Winship Ballroom Co-sponsored by: President’s Commissions, Employee Council, Human Resources, and EOP. Purpose of Climate Survey. Thirty-two items were created to measure six key areas: Management Support

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Using the Data: Emory’s Climate Survey

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  1. Using the Data: Emory’s Climate Survey Brown Bag SeriesThursday, March 9DUC – Winship Ballroom Co-sponsored by: President’s Commissions, Employee Council, Human Resources, and EOP.

  2. Purpose of Climate Survey • Thirty-two items were created to measure six key areas: • Management Support • Selection/Hiring Practices • Work Group Practices • Coworker Interactions • Development Opportunities • Value of Diversity • Six items were added to measure organizational commitment. • One item evaluated the university’s efforts to create an environment where individuals feel welcomed and valued. • All items were answered on a scale of 1 (Strongly Disagree) to 5 (Strongly Agree).

  3. Response Rate • A total of 8,573 surveys were distributed to employees. • A total of 3,239 employees responded (39%).

  4. Overall Results • Reports show a mean average and percent positive for all categories.

  5. What We Learned • Employees feel welcomed and valued at Emory.Overall rating - 60% positive. • Employees recognize the importance/value of diversity.85% of employees recognized the importance of diversity in the workplace. • 78% of employees indicated a strong commitment to the organization’s goals & objectives.

  6. What We Learned, continued • Management Support • Coworker Interaction • Development Opportunities • Work Group Practices • Areas with positive responses: • Areas with negative responses: • Management Support - Communications • Work Group Practices • Development Opportunities

  7. Employees Suggestions and Ideas • A total of 3,079 comments were provided from 1,730 employees • Most frequently areas cited were: • Recruitment & Selection • Compensation and Benefits • Leadership • Communication

  8. What Happened Next • A communication plan was developed • Individual reports were delivered to Deans/VPs • Human Resource Managers assisted departments in: • Prioritizing issues • Identifying Major Themes • Reviewing comments themes or messages • Developing an action plan

  9. What Other Areas Are Doing Now…

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