2008 Staff Well-Being Survey: Select Results

2008 Staff Well-Being Survey:Select Results Presentation for the

NC State Staff Diversity Task ForceSeptember 25, 2009

Nancy Whelchel, Ph.D.University Planning & [email protected]

http://www2.acs.ncsu.edu/UPA/survey/staff/SDTF.SWBS.presentation.Sept25_09.ppt1

Overview

Topics:• Overall satisfaction & retention• Working relationships• Leadership• Vision & direction• Professional development• Performance evaluation• Handling grievances• Communication• Diversity & multiculturalism

Comparison Groups• Gender• Race/ethnicity• Sexual orientation• Disability status• Native language• Job classification

– By gender– By race/ethncity

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Satisfaction & Retention:Current satisfaction at NC State (A2)

• LEAST likely to be ‘very satisfied’(about 25% or fewer)

– Asians– African Americans– Clerical-Academic & NonAcademic– Skilled Crafts

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• Job class * race– Professional EPA, Technical:• Staff of color are LESS likely than whites to be ‘very

satisfied’

– Administrator, Clerical-NonAcad:• Whites are MORE likely than staff of color to be

‘dissatisfied’

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• Job class * gender– Administrators:• Women are LESS likely than men to be ‘very satisfied’

– Technical, Clerical-NonAcad, Serv/Maint:• Men are LESS likely than women to be ‘very satisfied’

– Clerical-Acad:• Men are MORE likely than women to be ‘dissatisfied’

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Satisfaction & Retention:Expect to work at NC State for next 3 years (A1g)

• LEAST likely to ‘strongly agree’– Clerical-Academic & NonAcademic– (NonHispanics)– (Native English speakers)– (Able-bodied staff)

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• Job class * race– Administrators, Professional-EPA & SPA,

Technical, & Skilled Crafts:• Staff of color are LESS likely than whites to ‘strongly

agree’– Clerical-NonAcad & Acad:• Whites are LESS likely than staff of color to ‘strongly

agree’– Serv/Maint:• Whites are MORE likely than staff of color to ‘disagree’

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• Job class * gender– Administrators:• Women are LESS likely than men to ‘strongly agree’

– Professional-SPA, Technical, & Clerical-NonAcad & Acad:• Men are LESS likely than women to ‘strongly agree’

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Satisfaction & Retention:Staff with positive experience are more likely to

‘strongly agree’ they will work at NC Statefor at least 3 more years

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Satisfaction & Retention:Considered leaving NC State in past two years (A6)

• MOST likely to have considered leaving(more than 40% ‘very’ or ‘somewhat seriously’)

– GLBT staff– Professional-SPA– Clerical-Academic & NonAcademic– (NonHispanics)– (native English speakers)– (Able-bodied staff)

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Satisfaction & Retention:Considered leaving NC State in past two years (A6)

• Job class * race– Administrators, Technical, Clerical-NonAcad:• Staff of color are MORE likely than whites to have ‘very’

or ‘somewhat seriously’ considered leaving

– Clerical-Acad, Skilled Crafts, & Serv/Maint:• Whites are MORE likely than staff of color to to have

‘very’ or ‘somewhat seriously’ considered leaving

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Satisfaction & Retention: Considered leaving NC State in past two years (A6)

• Job class * gender– Administrators:• Women are MORE likely than men to have ‘very’ or

‘somewhat seriously’ considered leaving

– Technical, Clerical-Acad & NonAcad:• Men are MORE likely than women to to have ‘very’ or

‘somewhat seriously’ considered leaving

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Satisfaction & Retention: Why considered leaving NC State in past two years

(A8 [open-end])Most common reasons

– Pay/benefits– Advancement/new responsibilities/new challenges– Department structure/mission/organization – Leadership/management– Department/co-worker conflicts– Lack of value/recognition/rewards– Lack of input/top-down administration– Climate (respect, diversity, not family-friendly,

discrimination/harassment, etc.)– Workload– Fit– Personal (family, school, etc.)– Temporary funding

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Satisfaction & Retention:Reason for wanting to change jobs at NC State (A5)

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Satisfaction & Retention:Reason for wanting to change jobs at NC State (A5)

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Working Relationships:Treated with respect by co-workers (B2a)

• LEAST likely to ‘strongly agree’(fewer than 45%)

– African Americans– Skilled Crafts– Service/Maintenance– Clerical-NonAcademic– (NonGLBT)

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• Job class * race– Administrators, Professional-SPA, Technical, &

Serv/Maint:• Staff of color are LESS likely than whites to ‘strongly

agree’

– Clerical-NonAcad & Skilled Crafts:• Whites are LESS likely than staff of color to ‘strongly

agree’

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• Job class * gender– Administrators:• Men are LESS likely than women to ‘strongly agree’

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Working Relationships:Treated with respect by supervisor (B2d)

• LEAST likely to ‘strongly agree’(about 40% or fewer)

– African Americans– Skilled Crafts– Administrative-SPA– Staff w/ disability– (Native English speakers)– (nonGLBT)

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• Job class * race– Professional-EPA & SPA, Technical, Clerical-

NonAcad:• Staff of color are LESS likely than whites to ‘strongly

agree’

– Clerical-Academic, Skilled Crafts:• Whites are MORE likely than staff of color to DISAGREE

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• Job class * gender– Administrative, Clerical-Acad, Serv/Maint:• Women are LESS likely than men to ‘strongly agree’

– Professional-SPA, Clerical-NonAcad:• Men are LESS likely than women to ‘strongly agree’

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Working Relationships:Dept is doing good job recruiting the best staff (B4a)

• MOST likely to disagree(about 25% or more)

– GLBT staff– Skilled Crafts– Clerical-Academic– Professional-SPA– (Native English speakers)

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• Job class * race– Technical:• Staff of color are MORE likely than whites to ‘disagree’

– Administrators, Professional-SPA, Clerical-Acad & NonAcad, Serv/Maint:• Whites are MORE likely than staff of color to ‘disagree’

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• Job class * gender– Professional-SPA, Technical, Serv/Maint:• Men are LESS likely than women to ‘strongly agree’

– Administrative:• Men are MORE likely than women to ‘strongly

disagree’

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Working Relationships:Dept is doing good job retaining the best staff (B4a)

• Most likely to disagree(more than 30%)

– Males– Whites– GLBT staff– Professional-SPA– Clerical-Academic & NonAcademic– Skilled Crafts– (Native English speakers)

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Working Relationships:Dept is doing good job retaining the best staff (B4b)

• Job class * race– Technical:• Staff of color are LESS likely than whites to agree

– Professional-SPA, Clerical-Acad & NonAcad, Skilled Crafts, Serv/Maint:• Whites are LESS likely than staff of color to agree

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Working Relationships:Dept is doing good job retaining the best staff (B4b)

• Job class * gender– Professional-SPA, Technical, Clerical-Acad:• Men are LESS likely than women to agree

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Working Relationships:Dept is doing good job creating a culture where staff

can develop their potential (B4c)

• MOST likely to disagree(more than 30%)– Males– Whites– African Americans– Skilled Crafts– Clerical-Academic & NonAcademic– Professional-SPA– Staff w/ disability– GLBT – (Native English speakers)

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• Job class * race– Technical:• Staff of color MORE likely than whites to disagree

– Administrators, Professional-SPA, Clerical-Acad & NonAcad, Skilled Craft, Serv/Maint:• Whites MORE likely than staff of color to disagree

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• Job class * gender– Professional-SPA & EPA, Technical, Clerical-

NonAcad:• Men are LESS likely than women to agree

– Clerical-Acad:• Women are MORE likely than men to ‘strongly

disagree’

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Working Relationships:Staff Senate facilities communication between staff and

administration (B7a)and is an effective advocate for staff (B7b)

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• Most likely to rate as ‘excellent’(more than 10%)

– Serv/Maint– Technical

• Lack of familiarity with Staff Senate– More than 40% of Administrative and Professional EPA, Clerical Acad

& NonAcad don’t have an opinion– About 25% - 33% others don’t have an opinion

LeadershipSupervisor treats all members of the work unit

consistently (D1e)

• MOST likely to give negative ratings(30% or more rate as ‘poor’ or ‘fair’)

– African Americans– Staff w/ disability– Skilled Crafts– Clerical-Academic– Technical– Serv/Maint

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consistently (D1e)

• Job Class * Race– Professional-EPA & SPA, Technical, Serv/Maint:• Staff of color give LOWER ratings than whites

– Administrative, Clerical-Acad & NonAcad, Skilled Crafts:• Whites give LOWER ratings than staff of color

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consistently (D1e)

• Job Class * Gender– Administrative, Professional-EPA & SPA, Clerical-

Acad, Serv/Maint:• Women give LOWER ratings than men

– Technical, Clerical-NonAcad:• Men give LOWER ratings than women

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Vision & DirectionJob Description/Work Plan is consistent with

department vision (E6)

• MOST likely to give negative ratings(10% or more say ‘a little’ or ‘not at all’)

– Skilled Crafts– Serv/Maint– Clerical-Academic

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Vision & DirectionDepartment progress towards vision (E4)

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Vision & Direction Job Description/Work Plan is consistent with

department vision (E6)by Department progress towards vision (E4)

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Professional DevelopmentOpportunities to improve skills to increase chances for

a better job (H5d)

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• MOST likely to be dissatisfied(25% or more)– Males– Whites– ESL staff– Staff w/ disability– GLBT– Skilled crafts– Clerical-NonAcad & Acad– Professional SPA

Professional DevelopmentSupervisor giving time to participate in professional

development/training opportunities (H5e)

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• LEAST likely to be ‘very satisfied’(about 35% or fewer)– Males– African Americans– Hispanics– Staff w/ disability– Skilled crafts– Clerical-NonAcad & Acad– Service Maintenance– GLBT*

* More likely than nonGLBT to be dissatisfied

Professional DevelopmentProfessional development & retention

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Professional DevelopmentProfessional development & retention

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Professional DevelopmentHelpfulness of mentors for new employees (H8)

• MOST likely to think mentors would be ‘very helpful’(almost 50% or more)

– Females– Staff of color– ESL staff– Staff w/ disability– Service Maintenance– Technical– Skilled Crafts– Professional EPA

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Performance EvaluationSatisfaction w/ incentives, recognition, rewards (I2)

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Performance EvaluationUsefulness of numeric ratings on Annual Appraisals

(I9a)

• MOST likely to say ‘very useful’(40% or more)

– Asians– Hispanics– ESL staff– Service Maintenance

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Performance EvaluationHelpfulness of Performance reviews / annual appraisals

to career planning (I10)

• LEAST likely to rate as helpful(more than 45%)

– Clerical-Academic & NonAcademic

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GrievancesUniversity provides reasonable/effective procedures to

address SPA complaints (B6a)

• MOST likely to disagree(about 20% or more)

– Skilled crafts– Staff w/ disability– GLBT staff

• Lack of familiarity…– More than 50% of Clerical-Acad & NonAcad,

Professional-EPA & SPA respond “don’t know”47

CommunicationFirst/Second best methods of communicating about

opportunities/events (C3a/b)

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CommunicationLeast useful method of communicating about

opportunities/events (C3c)

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Diversity/MulticulturalismImportance of institutional emphasis on diversity (F6),

by demographics

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Diversity/MulticulturalismImportance of institutional emphasis on diversity (F6),

by job classification

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Diversity/MulticulturalismWork environment is respectful of differencesin gender (F3c), by job classification & gender

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Diversity/MulticulturalismWork environment is respectful of differences

in race and color (F3f), by race/ethnicity

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in nationality/ethnic origin (F3e), by race/ethnicity

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in sexual orientation (F3h), by sexual orientation

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in disability status (F3b), by disability status

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Diversity/MulticulturalismExtent to which language barriers impede ability to

function at best in job (F9), by native language

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Diversity/MulticulturalismReason for not participating in

diversity/multiculturalism events more often (F8a),by gender

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diversity/multiculturalism events more often (F8a),by race/ethnicity

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diversity/multiculturalism events more often (F8a),by native language

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diversity/multiculturalism events more often (F8a),by sexual orientation

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diversity/multiculturalism events more often (F8a),by disability status

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diversity/multiculturalism events more often (F8a),by job classification

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diversity/multiculturalism events more often (F8a),by job classification (2)

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Summaries by Demographic Group:Gender

• Men give LESS positive responses than women to:– Their current satisfaction at NCSU– Department retaining the best staff– Department creating a culture where staff can develop full potential– Opportunities to improve skills for job advancement– Opportunities to participate in professional development activities

• Women are MORE likely than men to – want to change jobs for a ‘better work environment’– say an institutional emphasis on diversity is ‘very important’– say a mentor for new employees would be ‘very helpful’

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Summaries by Demographic Group:Race/Ethnicity

• Staff of color give LESS positive responses than whites to:– Their current satisfaction at NCSU– Treated w/ respect by co-workers & supervisor– Supervisors showing favoritism– Department creating a culture where staff can develop full potential– Work environment is respectful of differences in race/color– Opportunities to participate in professional development activities

• Staff of color are MORE likely than whites to– Say an institutional emphasis on diversity is ‘very important’– Say a mentor for new employees would be ‘very helpful’– Say numeric ratings on appraisals are helpful

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Summaries by Demographic Group:Race/Ethnicity continued

• Staff of color are LESS likely than whites to – Have considered leaving NCSU– Give positive ratings to department retaining the best staff– Opportunities to improve skills for advancement

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Summaries by Demographic Group:Sexual Orientation

• GLBT staff give LESS positive responses than others to:– Department creating a culture where staff can develop full potential– Department recruiting & retaining the best staff– Opportunities to improve skills for advancement– Opportunities to participate in professional development activities– University having effective/reasonable procedures to address SPA

complaints

• GLBT staff are MORE likely than others to– say an institutional emphasis on diversity is ‘very important’

• GLBT staff are MORE likely than others to – Have considered leaving NCSU

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Summaries by Demographic Group:Disability Status

• Staff w/ a disability give LESS positive responses than others to:– Department creating a culture where staff can develop full potential– Being treated w/ respect by supervisor– Supervisors showing favoritism– Department retaining the best staff– Opportunities to improve skills for advancement– Opportunities to participate in professional development activities

• Staff w/ a disability are MORE likely than others to– say an institutional emphasis on diversity is ‘very important’– say a mentor for new employees would be ‘very helpful’

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Summaries by Demographic Group:Native Language

• ESL staff give MORE positive responses than others to:– (generally all areas asked about)

• ESL staff are MORE likely than others to– say an institutional emphasis on diversity is ‘very important’– say a mentor for new employees would be ‘very helpful’– say numeric ratings on appraisals are helpful

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Summaries by Demographic Group:Job Classification

• Administrative EPA– LESS likely to expect to be working at NCSU in next 3 years– MORE likely to have seriously considered leaving in past 2 years

• Administrative SPA– LOWER ratings to

• treated w/ respect by supervisor

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• Professional – SPA– MORE likely to have seriously considered leaving in past 2 years– LOWER ratings to

• Department creating a culture where staff can develop full potential

• Department recruiting & retaining best staff• Opportunities to improve job skills for advancement

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• Clerical – Academic– LESS likely to expect to be working at NCSU in next 3 years– MORE likely to have seriously considered leaving in past 2 years– MORE likely to change jobs to find a better work environment– LOWER ratings to

• Current satisfaction at NCSU• Department creating a culture where staff can develop full potential• Supervisor showing favoritism• Work plan being consistent with department vision• Department recruiting & retaining best staff• Opportunities to improve skills for advancement• Opportunities to participate in professional development activities• Performance review being helpful to career planning

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• Clerical – NonAcademic• LESS likely to expect to be working at NCSU in next 3 years• MORE likely to have seriously considered leaving in past 2 years• MORE likely to change jobs to advance their career• Lower ratings to

– Current satisfaction at NCSU– Department creating a culture where staff can develop full

potential– Being treated with respect by co-workers– Department retaining the best staff– Opportunities to improve job skills for advancement– Performance review being helpful to career plannning

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• Skilled Crafts– LOWER ratings to

• Current satisfaction at NCSU• Job description consistent w/ vision of department• Department recruiting & retaining best staff• Department creating a culture where staff can develop full potential• Treated w/ respect by supervisor & by co-workers• Supervisors showing favoritism• Opportunities to improve job skills for advancement• Supervisor allowing time to participate in professional development

opportunities

– MORE likely to say• say a mentor for new employees would be ‘very helpful’

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• Technical– LOWER ratings to

• Supervisors showing favoritism

– MORE likely to say• say a mentor for new employees would be ‘very helpful’

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• Service/Maintenance– LOWER ratings to

• Treated w/ respect by co-workers• Supervisor showing favoritism• Work plan being consistent w/ department vision

– MORE likely to say• say a mentor for new employees would be ‘very helpful’• Numeric ratings on appraisals are helpful

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Documents

2008 Staff Well-Being Survey: Select Results