Employee Opinion Survey

1. Employee Opinion Survey Human Resources CAUBO Presentation June 2007 University of Saskatchewan

2. Presentation Overview • About the University of Saskatchewan • Why do an Employee Opinion Survey? • HR in High Performing Organizations • Developing the HR Plan • The Roles of HR • Strategic Initiatives • Moving to a High Performance Culture • Measuring Cultural Change • Development of the Survey • First Year • Second Year • Communication Strategy • Lessons Learned University of Saskatchewan – Human Resources

3. About the University of Saskatchewan • Setting the Context • Transformative Change • Integrated Planning Process • Development of Multi-year Plans • Review of HR / Transformation • Development of Planning Themes University of Saskatchewan – Human Resources

4. Human Resources in High Performing Organizations HR departments need to: • fully link HR strategy and practice to the organization’s strategic priorities • ensure the organization has the people capacity to execute its strategic priorities • measure effectiveness of HR strategy • add value University of Saskatchewan – Human Resources

5. Developing the HR Plan • Critical Assessment of HR Division • Review of HR Best Practices in High Performing Organizations • Strategic Alignment • Measuring Progress • Workplace Assessments • Employee Opinion Surveys University of Saskatchewan – Human Resources

6. The Roles of Human Resources Master the theory and practice of change Improve the efficiency of the work Change Agent Administrative Expert AddingValue Strategic Partner Resource Champion Translate business strategy into action Find the right balance between demand and resources University of Saskatchewan – Human Resources Ulrich

7. Individual Unit Organization Moving to a High Performance Culture • Developing integrated processes to promote a high performance culture through individual, unit, and organizational performance University of Saskatchewan – Human Resources

8. Strategic Initiatives Recruit Enabling Culture Develop Reward Stimulate Progress Preserve the core The right place for the right people Engage Align University of Saskatchewan – Human Resources

9. Assessing and Measuring Cultural Change • More than lip service • The right place for the right people • Alignment and commitment • Open and honest discussions of problems • Data-based decision making • Accountability for results • Return on investment University of Saskatchewan – Human Resources

10. Why do an Employee Opinion Survey ? Yes, leadership is about vision. But leadership is equally about creating a climate where the truth is heard and the brutal facts confronted. There is a huge difference between the opportunity to “have your say” and the opportunity to be heard. The good to great leaders understood this distinction, creating a culture wherein people had a tremendous opportunity to be heard, ultimately for the truth to be heard. Jim Collins – Good to Great University of Saskatchewan – Human Resources

11. Why do an Employee Opinion Survey ? • Employee satisfaction is a key indicator of: • organization success (recruitment and retention) • employee engagement • Our survey questions measure: • Diversity (Wilson) • Employee engagement (Buckingham) • Alignment with values (Izzo) University of Saskatchewan – Human Resources

12. Developing the Survey • Commit to a future described in “Renewing the Dream” • Survey employees for their opinions on work environment issues • diversity, engagement, alignment with values • Confidential, web-based process • Use results to develop and/or improve programs and services to support healthy, productive and diverse workplaces University of Saskatchewan – Human Resources

13. First Year • 1122 responses • A base line • Openly shared and broadly communicated • Full report on web-site • Identified issues impeding organization progress • Focus on the importance of effective leadership University of Saskatchewan – Human Resources

14. Second Year • Same questions • Increased response rate by 30% • Compare results to baseline data • Develop action plans by unit • Compare aggregate data across units • Use outcomes to support planning processes University of Saskatchewan – Human Resources

15. Communication Strategy • Critical to effective people strategies • Builds credibility • Key messaging to align with strategy • HR updates • Full results of survey • Communication of action plans University of Saskatchewan – Human Resources

16. Lessons Learned • Don’t create a monster – just do it! • Prepare the organization • Don’t hide the truth • Communicate, communicate, communicate • Move to action University of Saskatchewan – Human Resources

17. Where do we go from here? • Annual survey • Results discussed with senior leaders • Commit to action • Results used for planning purposes University of Saskatchewan – Human Resources

18. Questions? University of Saskatchewan – Human Resources