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UCL – Have your say

UCL – Have your say. HR User Group October 2009. Background and methodology. Survey ran from the 9 – 27 March This was the second UCL employee engagement survey run, first was in 2005.

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UCL – Have your say

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  1. UCL – Have your say HR User Group October 2009

  2. Background and methodology Survey ran from the 9 – 27 March This was the second UCL employee engagement survey run, first was in 2005. Questionnaire designed through a combination of existing questions, ORC benchmark questions and steering group guidance On-line methodology used with paper contingency for staff without access to a PC Staff summary, full narrative and benchmarking reports provided – on website

  3. Key strengths • There is a great deal of pride in working for UCL, staff consider that UCL is a good place to work and most are satisfied in the job that they do • The majority of respondents felt that they are kept well informed about is going on within UCL • The opportunities for training and skills development are good • Many staff feel valued and recognised for the work they do and are happy to go the extra mile at work when required • Many staff felt there was flexibility in how and when they do their work

  4. Areas for improvement • The perceived fairness of the grading review and promotion processes • The quality of the working environment in some areas • Clarity and awareness of goals and objectives and the ability to manage workloads • The degree to which appraisals enhance performance and lead to the development of skills • Consistency in managing poor performance

  5. Positive comparisons to the Perspectives benchmark

  6. Least positive comparisons to the Perspectives benchmark

  7. Employee engagement index SAY STAY STRIVE Engagement Index Score: 76%

  8. Open comments 2010 comments were received to the free text question (If you were Dean/Head of Corporate Support Service, Faculty Manager for the day, what would you improve?)

  9. Communication The full results of the survey have been presented to: • Provost's Senior Management Team. • Staff Survey Working Group (which includes trade union representatives) • Stress Resilience and Wellbeing working group (STRaW), • LGBT issues group • HR users group. • Deans and Heads of Corporate Support Services tasked to have local meetings to discuss Faculty or Divisional results and agree priority areas for local action by end Oct. • Information from the survey is being used to inform development of the updated Race Equality Plan, Disability Equality Plan and Gender Equality Plan

  10. Next steps – Action Plan

  11. Next steps – Action Plan

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