2011 TASB Employee Survey Results

8/4/2019 2011 TASB Employee Survey Results

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CarrolltonFarmersBranchISD

March2011

HRServicesTexasAssociationofSchoolBoards

Austin,Texas

EmployeeOpinionSurvey


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EmployeeOpinionSurveyReport

for


March2011


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EmployeeOpinionSurveyReportCarrolltonFarmersBranchISD Pagei

Copyright2011TASB,Inc.

TableofContents

ExecutiveSummary...............................................................................................................................1

Demographics.............................................................................................................................................

3

Findings

Contributors to Job Satisfaction ........................................................................................................................ 6

Job Satisfaction ........................................................................................................................................................ 7

Support from Coworkers ..................................................................................................................................... 7

Working Conditions ............................................................................................................................................... 8

Compensation and Benefits ................................................................................................................................ 9

District Communications .................................................................................................................................. 11

Supervisor Support ............................................................................................................................................. 12

Human Resources Service and Support ..................................................................................................... 13

Business Office Service and Support ........................................................................................................... 13

Technology Service and Support ................................................................................................................... 14

Campus Environment ........................................................................................................................................ 15

Teacher Support ................................................................................................................................................... 16

Curriculum and Instruction Service and Support .................................................................................. 17

Student Discipline Support .............................................................................................................................. 18

Comments and Suggestions for Improvement ........................................................................................ 18

Appendix

Survey Document ................................................................................................................................................. 23


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EmployeeOpinionSurveyReportCarrolltonFarmersBranchISD Page1


ExecutiveSummary

Background

The HR Services Division of the Texas Association of School Boards (TASB) conducted a survey of

CarrolltonFarmers Branch Independent School District (CFBISD) employees in February of 2011

at the request of the District. The survey was compared to the employee survey conducted by

TASB in 2010 with the results of the 2011 survey being consistent with or better than most

opinions reflected in the 2010 survey.

The purpose of the survey was to assess employee attitudes and satisfaction with their jobs and

work conditions. Survey information will be used to assist district leaders in understanding how

employees perceive specific issues and revealing the general level of job satisfaction among

employees.

TASB HR Services developed the online survey in collaboration with CarrolltonFarmers Branch

ISD. When the survey questionnaire was finalized, HR Services sent an email to CFBISD staff with

internet access requesting their participation. The district distributed paper surveys to CFBISD

staff who did not have internet access at work.

Some responses were combined for purposes of analysis. For example, Strongly Agree and

Agree responses were combined to indicate a positive response.

The survey included 14 categories of questions to gather data about the following:

Demographics Job Satisfaction Support from Coworkers Working Conditions Compensation and Benefits District Communications Supervisor Support

Human Resource Support Business Office Support Technology Support Campus Environment Teacher Support Curriculum and Instruction Support Student Discipline Support

Participation

All CFBISD employees (3,251) were invited to participate in the survey. A total of 2,560

employees completed and submitted questionnaires, yielding a response rate of 79 percent.

Employees from all work locations and job types participated in the survey. The largest employee

group responding to the survey was the teacher group, comprising 54 percent of the total

respondents and representing 84 percent of all teachers employed by the District. The largest

group of teachers (26%) has from one to five years teaching experience and the largest group of

the overall survey participants (40%) has worked for CFBISD for 10 years or more.


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MajorFindings

Overall, CarrolltonFarmers Branch ISD employees responded favorably regarding job

satisfaction. They indicated that the most important contributors leading to their job satisfaction

were: meaningful work and support from coworkers. Nearly all employees like the work they do;

understand what is expected of them in their job; and find their work meaningful, satisfying, and

challenging. Most employees indicated they would recommend the district and their campus ordepartment to a friend as a good place to work. The vast majority of the participants felt that they

have the support of their coworkers and there is a sense of camaraderie within their work group.

Across the board, employees expressed satisfaction with their working conditions. More than 90

percent of those surveyed indicated that: they feel safe at their building; their work area was

clean; they have adequate equipment, tools, and supplies to do their job; and technology

resources are available and well supported.

Employees were generally satisfied with the pay and benefits offered by the district. Some work

groups were less likely than others to agree that they are paid fairly and competitively.

District communications received high ratings from all employees. More than 95 percent ofCFBISD employees indicated that they are able to find out the things they need to know to get

their job done. Eightfive percent of employees are satisfied with district communications about

the annual budget.

Employees gave high marks to their supervisor. Most employees reported that they receive the

training they need to do their job effectively and they are allowed to make decisions within the

scope of their authority.

In response to a series of questions related to the service and support they receive from various

departments in the District, respondents reported that the HR Department staff, the Business

Office staff, Technology staff, and Curriculum and Instruction staff are courteous, respectful,

knowledgeable, and helpful. Teachers indicated they were satisfied with service and support atboth the district and campus levels.

Employees overwhelmingly agreed (99%) that they have access to reliable communication

technology.

More than 90 percent of the respondents take pride in the performance of their campus, are

satisfied with campus office support, and feel their principal treats them fairly.

Only teachers responded to the questions regarding curriculum and instruction, teacher support,

and student discipline. Teachers strongly agreed that they are challenged to be effective and the

instructional program at their school enables students to master the required TEKS. Teachers

also agreed that their principal sets and maintains behavioral standards and they get appropriateassistance to resolve disciplinary problems in the classroom.

Comments were provided by 22 percent of the survey respondents. Fortysix percent of the

comments were accolades for the district as a whole and for individual employees. Participants

offered a wide range of comments that are summarized in the report.

Additional data and a detailed analysis of each question are included in the body of the report.


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Demographics

ParticipationbyJobType

JobType#of

Responses

%of

Responses

#of

Employees

%of

Employees

Response

Rate

Teacher 1,374 54% 1,630 50% 84%

OtherProfessional 324 13% 465 14% 70%

CentralOfficeAdministrator 48 2% 34 1% 141%

CampusAdministrator 86 3% 88 3% 98%

InstructionalAide 157 6% 231 7% 68%

Clerical/Secretarial 194 8% 233 7% 83%

AuxiliarySupport 296 11% 512 16% 58%

Other 58 2% 58 2% 100%

UnidentifiedJobType 23 1% N/A N/A N/A

Total 2,560 100% 3,251 100% 79%

A total of 2,560 surveys were completed and submitted, yielding a response rate of 79percent.

Representation by job type was consistent with the percentage of employees in eachjob type in the district, with the exception of the central office administrator andauxiliary staff categories.

A participation rate of more than 100 percent for the central office administratorgroup suggests that some of these employees selfidentified in a different position

category than defined by the district.

Auxiliary support staff had the lowest rate of participation.


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The largest employee group responding to the survey was the teacher group (54% ofthe total respondents and 84% of all teachers employed by the district).

Because the majority of the respondents were teachers, summary responses for thedistrict overall were influenced by the opinions of this employee group.

One percent of the respondents did not identify themselves by job type.

Teacher

(1,374)54%

OtherProfessional

(324)13%

CentralOffice

Administrator(48)2%

Campus

Administrator

(86)3%

InstructionalAide

(157)6%

Clerical/Secretarial

(194)8%

AuxiliarySupport

(296)

11%

Other

(58)2% UnidentifiedJob

Type(23)1%

RepresentationbyJobType

ElementarySchool

Campus

(1151)45%

MiddleSchool

Campus

(451)18%

HighSchool

Campus(617)24%

OtherLocations

(331)13%

Unidentified

Location

(10)0%

RepresentationbyWorkLocation


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Representation by work location was consistent with the percentage of employeeshoused at each work location in the district.

Ten respondents did not report work location.

Forty percent of the workforce has been employed by CarrolltonFarmers Branch ISD10 years or more.

Twentysix percent of teachers have between one and five years of teaching experienceand 25 percent have between six and ten years experience. Twentysix percent of teachers had 16 or more years of teaching experience.

(164)6%

(375)15%

(978)39%

(1011)40%

Lessthan1year

1 3years

4 9years

10yearsormore

RepresentationbyLengthofEmployment

(64)5%

(358)26%

(336)25%

(251)18%

(127)9%

(229)17%

Lessthan1year

1 5years

6 10years

11 15years

16 20years

Morethan20years

RepresentationbyLengthofTotalTeaching

Experience


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Findings

Respondents indicated that meaningful work and support from supervisors were themost important contributors to their job satisfaction. The same two reasons topped the

list in 2010.

(1818)71%

(1723)68%

(1439)56%

(1439)56%

(1380)54%

(1380)54%

(1096)43%

(942)37%

(630)25%

(626)25%

(1891)70%

(1798)67%

(1542)57%

(1520)56%

(1381)51%

(1401)52%

(1187)44%

(977)36%

(642)24%

(635)24%

Meaningfulwork

Supportfromsupervisors

Supportfromcoworkers

Compensationandbenefits

Workingconditions

Jobsecurity

Feelingsafeintheworkplace

Trainingtodothejob

Districtwidecommunications

Recognition

ContributorstoJobSatisfaction

2011 2010


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CarrolltonFarmers Branch ISD employees responded favorably regarding jobsatisfaction.

Nearly all respondents in both 2010 and 2011 like the work they do, understand whatis expected of them, and find their work meaningful and their job challenging.

Of those surveyed in 2011, 92 percent would recommend the district to a friend as agood place to work and 88 percent would recommend their campus or department.

(2514)99%

(2397)94%

(2490)98%

(2481)97%

(2425)96%

(2244)88%

(2327)92%

(2632)98%

(2505)94%

(2606)97%

(2585)97%

(2517)96%

(2383)89%

(2488)93%

IliketheworkIdo.

Iamsatisfiedwithmyjobassignment.

Iunderstandwhatisexpectedofmein

myjob.

TheworkIdoismeaningfulandsatisfying

tome.

Myjobischallenging.

Iwouldrecommendmycampusor

departmenttoafriendasagoodplaceto

work.

Iwouldrecommendthisdistricttoa

friendasagoodplacetowork.

JobSatisfaction

2010StronglyAgreeorAgree 2011StronglyAgreeorAgree

(2375)93%

(2375)93%

(2268)90%

(2020)80%

(2483)93%

(2471)93%

(2369)89%

(2088)79%

Mycoworkerswanttohelpmebe

successful.

Mycoworkersmaintainawelcoming

atmosphere.

Mycoworkersarewillingtohelpduring

timesofheavyworkload.

Irarelyfeelisolatedanddisconnected

frommycoworkers.

SupportfromCoworkers



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Positive attitudes about coworkers remain as strong as the 2010 survey with morethan 80 percent agreeing that they feel a sense of camaraderie and support from their

coworkers.

Overall, CarrolltonFarmers Branch ISD employees expressed satisfaction with theirworking conditions. Responses in 2011 were consistent with the responses of those

surveyed in 2010 with only a four percent decrease in feelings of security about

continued employment in the district.

Most respondents agreed that they feel safe working in their building; their work areais clean; they have the space, equipment, tools, and supplies needed to do their job; and

computers and other technology resources are available and well supported.

(2133)84%

(2045)81%

(2468)97%

(2379)94%

(2475)97%

(2419)95%

(2403)94%

(2277)89%

(2246)84%

(2119)80%

(2522)96%

(2464)93%

(2522)96%

(2483)93%

(2488)94%

(2472)93%

ThehoursIworkarereasonable.

Myworkloadisappropriateformyposition.

Myworklocationisclean.

Ihaveadequatespacetodomyjob.

Ifeelsafeworkingatmybuilding.

Ihavetheequipment,tools,andsuppliesto

besuccessfulinmyjob.

Computersandothertechnologyresources

areavailableandwellsupported.

Ifeelsecureinmycontinuedemployment

inthisdistrict.

WorkingConditions



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While attitudes about compensation and benefits varied from statement to statementand among job categories, the level of agreement with the statements surveyed

increased in all areas from 2010 to 2011.

Employees satisfaction with leave time provided and with the consistency of paypractices reflected the greatest increase in levels of agreement.

(2030)81%

(1917)76%

(1839)74%

(1883)75%

(2178)87%

(2184)87%

(2210)88%

(2054)77%

(1949)73%

(1889)72%

(1838)69%

(2115)80%

(2252)84%

(2313)87%

Overall,Iamsatisfiedwiththepayand

benefitsofferedbythedistrict.

IampaidfairlyfortheworkIdo.

Mypayiscompetitivewithotherdistricts

inthisarea.

Paypracticesareadministered

consistentlyforallemployees.

Ithinktheleavetimeprovidedtomeis

appropriate.

Iunderstandmybenefitsandknowhowto

usethem.

Igethelpwithproblemsorquestions

aboutbenefits.

CompensationandBenefits


(1042)76%

(260)83%

(44)92%

(79)95%

(92)62%

(111)59%

(215)79%

(1070)74%

(266)76%

(42)88%

(77)93%

(63)46%

(112)60%

(242)80%

Teacher

OtherProfessional

CentralOfficeAdministrator

CampusAdministrator

InstructionalAide


AuxiliarySupport




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(1101)81%

(242)77%

(37)77%

87%

(78)55%

(79)42%

(172)63%

(1140)79%

(254)73%

(36)78%

83%

(49)36%

(76)42%

(202)67%

Teacher

OtherProfessional


CampusAdministrator

InstructionalAide


AuxiliarySupport

Mypayiscompetitivewithotherdistrictsinthisarea.


(1072)79%

(225)72%

(33)69%

(66)80%

(99)66%

(109)59%

(212)78%

(1055)73%

(213)61%

(32)68%

(65)84%

(65)48%

(105)56%

(224)74%

Teacher

OtherProfessional


CampusAdministrator

InstructionalAide


AuxiliarySupport

Paypracticesareadministeredconsistentlyforall

employees.



14/33



Employees are less likely to agree that their pay is competitive with other districts inthe area (74%), pay practices are administered consistently (75%), and they are paid

fairly (76%).

The attitudes of instructional aides about the fairness and competitiveness of payand the consistency of pay practices were noticeably more positive in 2011

compared to 2010. Other professionals were also more likely in 2011 to agree that they are paid fairly

and pay practices are consistent.

CarrolltonFarmers Branch ISD employees continue to be satisfied with districtcommunications in all areas surveyed. Positive responses were nearly identical for

every statement surveyed.

(2471)97%

(2445)96%

(2276)90%

(2425)95%

(2452)96%

(2417)95%

(2330)

92%

(2341)92%

(2350)93%

(2456)97%

(2155)85%

(2562)96%

(2577)

97%

(2373)89%

(2526)95%

(2516)95%

(2560)96%

(2447)92%

(2452)92%

(2469)94%

(2540)96%

(2248)85%

Iknowwhatthemissionandgoalsofthe

districtare.

IamabletofindoutthethingsIneedtoknow

to

get

my

job

done.

Policiesandproceduresaffectingmyworkare

communicatedclearly.

Ihaveeasyaccesstodistrictpolicies.

Thedistrictusesemaileffectively.

Thedistrictsharesimportantnewsandevents.

The

district

provides

a

means

of

recognizing

importantaccomplishments.

Iamsatisfiedwithemployeecommunications

inthedistrict.

Thedistricthasmyconfidenceandsupport.

IknowtheCFBISDbrand:AnInnovative

LeaderinLearning.


inthedistrictregardingtheannualbudget.

DistrictCommunications

StronglyAgreeorAgree StronglyAgreeorAgree


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Nearly all of the respondents agreed that they know the mission, goals, and brand of thedistrict; they are able to find out the things of they need to know to get their job done;

the district uses email effectively; they have easy access to policies; and the district

shares important news and events.

Respondents level of agreement with questions about supervisor support wereconsistent with 2010.

More than 80 percent of the survey respondents reported that they received supportfrom their supervisor in nine of the 10 areas surveyed.

Most employees, 91 percent or more, agree that they get the training they need to dotheir job effectively and are allowed to make appropriate decisions within the scope oftheir authority.

More than 85 percent reported that their supervisor sets clear goals and objectives andmakes timely decisions, they receive useful feedback on their performance, they get

appropriate support with problems on the job, their supervisor encourages

suggestions, and they can openly communicate with their supervisor.

(2293)91%

(2202)87%

(2232)88%

(2360)93%

(2198)87%

(2197)87%

(2182)86%

(1844)73%

(2113)84%

(2201)87%

(2382)90%

(2341)88%

(2345)89%

(2433)92%

(2306)87%

(2289)87%

(2304)87%

(1951)74%

(2220)84%

(2318)87%

Iamallowedtomakeappropriatedecisions

withinmyscopeofauthority.

Mysupervisormakestimelydecisions.

Mysupervisorsetscleargoalsandobjectives.

IgetthetrainingIneedtodomyjobeffectively.

Ireceiveusefulfeedbackonmyperformance.

Ireceiveappropriatesupportwithproblemson

thejob.

Mysupervisorencouragessuggestionsfor

improvement.

Recognitionisgiventotopperformers.

Ifeelmyworkisappreciated.

Icanopenlycommunicatewithmysupervisor.

Supervisor

Support



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Respondents were less likely to agree that recognition is given to top performers(73%).

Positive attitudes about support from the Human Resource Department remainconsistent with 2010.

More than 80 percent of employees agreed with all statements about support from theHuman Resource Department.

The percentage of respondents who reported they had no opinion about HumanResource service and support (12% to 15%) was consistent with the 2010 survey.

(2171)85%

(2143)84%

(2129)84%

(2118)83%

(2143)85%

(2288)86%

(2233)84%

(2191)83%

(2142)81%

(2228)84%

ThestaffintheHumanResource(HR)

Departmentarecourteousandrespectfultome.

HRstaffareresponsivetomycallsoremails

whenIneedassistance.

HRpolicies,forms,andinformationIneedare

easytoaccess.

TheHRstaffprotectsconfidentialinformation

aboutemployees.

IgetthehelpandinformationIneedfromHR

staff.

HumanResourceServiceandSupport


(2133)84%

(2109)83%

(2097)83%

(2058)81%

(2130)84%

(2210)83%

(2175)82%

(2135)81%

(2088)80%

(2170)82%

Thestaffinthebusinessofficearecourteousand

respectfultome.

Thebusinessofficestaffareresponsivetomycalls

oremailswhenIneedassistance.

Businessofficepolicies,forms,andinformationI

needareeasytoaccess.

Thebusinessofficestaffprotectsconfidential

informationaboutemployees.

IgetthehelpandinformationIneedfromthe

businessofficestaff.

BusinessOfficeServiceandSupport



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Respondents level of agreement with questions about business office service andsupport were consistent with 2010.

More than 80 percent of employees agreed with all statements about support from thebusiness office.

The percentage of respondents who reported they had no opinion about businessoffice support (14% to 18%) was consistent with 2010 levels.

Only employees with daily access to technology as part of their jobs were given theopportunity to respond to questions about technology support.

Attitudes about technology support were nearly identical in 2010 and 2011. More than 95 percent of the respondents agreed with all statements about technology

service and support.

Nearly all employees agree that they have access to reliable communication technologyand the technology staff are courteous, respectful, knowledgeable, and helpful.

(2044)95%

(2132)99%

(2045)95%

(2059)96%

(2121)99%

(2107)98%

(2118)94%

(2230)99%

(2150)96%

(2161)96%

(2217)98%

(2195)98%

IhavethetrainingandtechnicalsupportIneed

tousetechnologyequipment.

Ihaveaccesstoreliablecommunication

technologyincludingphonesandemail.

Ihavesufficientaccesstoinstructional

technologyincludingcomputers,software,

Maintenanceandrepairsoncomputer

equipmentarepromptandeffective.

Districttechnologystaffarecourteousand

respectfultome.

Districttechnologystaffareknowledgeableand

helpful.

TechnologySupport



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Only teachers and instructional aides responded to survey statements on campus environment.

Responses to statements about campus environment in 2011 were similar to responsesin the 2010 survey.

Most teachers and instructional aides who responded to the survey reported that thebuilding and grounds at their campus are clean and properly maintained (96%), they

are satisfied with the support they get from campus office staff (95%), and they have

pride in the performance of the campus (95%).

Fewer respondents (61%) agreed that their campus cafeteria provides a variety ofdaily nutritious meals.

(1324)88%

(1434)95%

(1445)96%

(925)61%

(1244)83%

(1428)95%

(1348)90%

(1174)78%

(1174)78%

1168)78%

(1292)86%

(1306)87%

(1332)88%

(1365)91%

(1386)87%

(1499)94%

(1474)93%

(979)62%

(1377)87%

(1499)94%

(1399)88%

(1222)77%

(1235)78%

(1230)77%

(1368)86%

(1358)85%

(1406)89%

(1430)90%


atthecampuslevel.

IamsatisfiedwiththesupportIgetfrom

campusofficestaff.

Thebuildingandgroundsatmycampusare

cleanandproperlymaintained.

Mycampuscafeteriaprovidesavarietyofdaily

nutritiousmeals.

Iwouldcharacterizemycampusashavinga

positiveatmosphere.

Ihaveprideintheperformanceofmycampus.

Iamkeptuptodateonchangesinprocedures

andpracticeswithinmycampus.

Iaminvolvedindecisionsthatimpactmywork.

Ifeelthatmyopinionsatworkarevalued.

Peopletrustoneanotheratmycampus.

Mycampusprincipaliseffectiveinleadingmy

campustoachieveitsgoals.

Mycampusprincipalkeepsmewellinformed.

Mycampusprincipalisaccessible.

Iamtreatedfairlybymycampusprincipal.

CampusEnvironment



19/33



Only teachers participated in the survey questions on teacher support, curriculum and instruction

service and support, and student discipline support.

Teacher attitudes about the support they receive were consistent from 2010 to 2011. A high percentage of teachers agree that they feel satisfied with services from campus

professionals and both the paraprofessional and campus staff work to support their

classroom efforts.

Eightyfour percent of teachers said they are satisfied with district level support andresources for teachers with special populations. Similarly, 84 percent feel central office

staff work to support their efforts in the classroom.

Eleven percent of those responding in 2011 indicated that support for teacherswith special populations was not applicable to their situation.

Seventyfive percent of teachers indicated they feel supported and appreciated by theCarrolltonFarmers Branch ISD Board of Trustees.

Fourteen percent of respondents in both 2010 and 2011 reported they had noopinion about the support of the Districts Board of Trustees.

(1298)95%

(1140)84%

(1245)92%

(1139)84%

(1261)93%

(1025)75%

(1386)96%

(1170)81%

(1322)92%

(1250)87%

(1340)93%

(1092)76%

Iamsatisfiedwiththeservicesfromcampus

professionalsupportstaff

Iamsatisfiedwithdistrictlevelsupportand

resourcesforteacherswithspecialpopulations.

Iamsatisfiedwithservicesfrom

paraprofessionalsupportstaff.

Centralofficestaffworktosupportmyefforts

intheclassroom.

Campusstaffworktosupportmyeffortsinthe

classroom.

Ifeelsupportedandappreciatedbythe

District'sBoardofTrustees.

TeacherSupport



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Positive attitudes about curriculum and instruction service and support remainconsistent or better than 2010 in nearly all areas surveyed.

The statement about achievement standards and grading policies showed the greatestchange in levels of agreement. Part of the variance may reflect a change in wording in2011 intended to clarify the meaning of the statement.

Most respondents reported that they understand the achievement standards andgrading policies (97%) and that teachers are challenged to be effective and have high

expectations of students (96%).

Ninety percent or more of the teachers said the instructional program in their schoolenables students to master the required TEKS; they have sufficient access to

(1273)94%

(1263)93%

(1254)92%

(1317)97%

(1135)84%

(1205)89%

(1304)96%

(1131)84%

(1253)93%

(1226)90%

(1131)84%

(1115)82%

(1308)91%

(1321)92%

(1319)91%

(1190)82%

(1154)80%

(1245)86%

(1356)94%

(1274)88%

(1306)91%

(1268)88%

(1223)85%

(1201)83%

Theinstructionalprograminmyschoolenables

studentstomastertherequiredTEKS.

Ihavesufficientaccesstoappropriateinstructional

resourcesandmaterials.

Teachersworkamicablytogetheroncommon

problems.

Iunderstandachievementstandardsandgrading

policies.

Curriculumobjectivesandmaterialsare

periodicallyreviewedwithinputfromteachers.

Guidelinesandmaterialsareavailabletohelp

teacherswithenrichment,remediation,oracceleration.

Teachersarechallengedtobeeffectiveandhave

highexpectationsforstudents.

Staffdevelopmentprovidesteacherswithuseful

knowledgeandskills.

Districtcurriculumandinstructionsupportstaffare

courteousandrespectfultome.

Districtcurriculumandinstructionsupportstaffare

knowledgeableandhelpful.

Theschoolhasasystemofcommunicationthatis

open,regular,andhonest.

Thecurrentgroupingofstudentsforinstructional

purposesisappropriate.

CurriculumandInstructionServiceandSupport



21/33



instructional resources; teachers work amicably together; and the district curriculum

and instruction support staff are courteous, respectful, knowledgeable, and helpful.

More than 80 percent reported that guidelines and materials are available to helpteachers with enrichment, remediation, or acceleration (89%); curriculum objectives

and materials are periodically reviewed with input from teachers (84%); staff

development is useful (84%); the schools communication system is open, regular, andhonest (84%); and the current instructional grouping of students is appropriate (82%).

Teacher responses to statements about student discipline support were similar to2010.

Eightysix percent of teachers agreed that they are given appropriate assistance toresolve disciplinary problems in their classroom and 82 percent reported that the

principal provides leadership in setting and maintaining behavioral standards for

students.

Seventyseven percent said that the student code of conduct is consistently and fairlyenforced.

CommentsandSuggestionsforImprovement

Additional comments were provided by 566 respondents22 percent of the survey participants.

Recurring themes by order of frequency are summarized below.

The greatest number of comments (264) were accolades for the district and otheremployees including principals, assistant principals, and the superintendent, as well as

the Board of Trustees. People generally commented on how they enjoyed working in

the district, their pride in their campus and the district, and the leadership of thecampus principal and assistant principal and the superintendent.

The second most frequent comments (104) were complaints about management stylewith the most frequent comments related to inconsistent treatment of employees

including failure to address employee performance and behavior issues and poor

communication of expectations.

(1049)77%

(1120)82%

(1170)86%

1136)78%

(1241)86%

(1262)87%

Ourstudentcodeofconductisconsistentlyand

fairlyenforced.

Theprincipalprovidesleadershipinsettingand

maintainingbehavioralstandardsforstudents.

Iamgivenappropriateassistancetohelpresolve

disciplinaryproblemsinmyclassroom.

StudentDisciplineSupport



22/33



Ninetyfour comments were about curriculum and instruction, with the most repeatedissues including more diverse teacher input, improved special education support for

teachers, and fewer, but more effective, meetings.

Sixtyeight comments were about compensation. Most comments referred to pay raises,the cost of insurance benefits, and the impact on pay because of snow days.

Other comment themes that were repeated by fewer than 30 people include thefollowing:

Communication about extending the school day by 15 minutes (27) Inconsistencies in student discipline (26) Treating coworkers with respect (24)

Participants also offered specific suggestions including the following: Train principals, supervisors, and teachers who oversee the work of others to

manage employees and communicate expectations more effectively.

Review and consolidate initiatives, forms, and administrative calendars toeliminate conflicts and duplication of effort. Integrate the curriculum, particularlyat the elementary level, to improve the flow from subject area to subject area. Align

subject area curriculum between campuses at the high school level.

Plan professional development so that it is timelier and dovetails with what isbeing taught in the classroom. Train teachers to better utilize parents in the

classroom.

Provide more professional development on strategies to help students withdyslexia. Schedule vertical team and special education meetings together to allow

for planning and brainstorming.

Test younger students using smaller sets of tests. Develop separate tracks and thecorresponding testing for students planning for college and students planning forother post secondary career and technology education. Reduce the number of

testing days.

Redraw attendance zones to equalize the population of students at the middleschools.

Reduce district costs. Reduce the number of central office administrators, behavior specialists,

facilitators and others administrative jobs and refocus manpower on direct

contact with students and more streamlined paperwork. Combine math and

reading instructional staff at the elementary level. Assign counselors to support

more than one school. Reduce salaries for high level administrators, lengthen

work schedules, and reduce subject specific stipends for staff before cutting

positions.

Reschedule teacher training for after school and evenings or summer to reducesubstitute costs and improve quality of class time for the students. Provide

dinner and childcare for teachers and pay a nominal training stipend to enable

after school and evening training.

Close buildings in the summer when are being used by only a small number ofpeople.


23/33

APPENDIX


24/33




EmployeeOpinionSurvey2011

1. JobType

Teacher

OtherProfessional(Counselor,

Diagnostician,Coordinator,Librarian,Nurse,InstructionalFacilitator,Speech

Pathologist,PhysicalTherapist,etc.)


CampusAdministrator(PrincipalandAssistantPrincipal)

InstructionalAide


AuxiliarySupport(FoodService,Custodian,Maintenance,Grounds,Security,etc.)

Other ____________________

2. WorkLocation

ElementarySchoolCampus

MiddleSchoolCampus

HighSchoolCampus

OtherLocations

3. Pleaseindicatewhichelementaryschoolcampus.

KellyPreKindergartenCenter

BlairElementarySchool

BlantonElementarySchool

CarrolltonElementarySchool

CentralElementarySchool

CountryPlaceElementarySchool

DavisElementarySchool

FarmersBranchElementarySchool

FreemanElementarySchool

FurneauxElementarySchool

GoodElementarySchool

KentElementarySchool

LandryElementarySchool

LasColinasElementarySchool

LaVillitaElementarySchool

McCoyElementarySchool

McKamyElementarySchool

McLaughlinElementarySchool

McWhorterElementarySchool

RainwaterElementarySchool

RiverchaseElementarySchool

RosemeadeElementarySchool

SheffieldPrimarySchool

SheffieldIntermediateSchool

StarkElementarySchool

StricklandIntermediateSchool


25/33



3. Pleaseindicatewhichelementaryschoolcampus.

ThompsonElementarySchool

MultipleLocations ____________________

4. Pleaseindicatewhichmiddleschoolcampus.

BlalackMiddleSchool

BarbaraBushMiddleSchool

FieldMiddleSchool

LongMiddleSchool

PerryMiddleSchool

PolkMiddleSchool


5. Pleaseindicatewhichhighschoolcampus.

CreekviewHighSchool

EarlyCollegeHighSchool

MaryGrimesEducationCenter

RanchviewHighSchool

NewmanSmithHighSchool

R.L.TurnerHighSchool


6. Pleaseindicateyourworklocation.

AdministrationBuilding

CommunityandLearningCenter(CLC)

MarieHuieSpecialEducationCenter

Natatorium/StandridgeStadium

BeaSalazarCenter

Service

Center

at

Randolph

TechnologyLearningCenter(TLC)

Multiplelocations

Other ____________________

7. LengthofEmploymentatCarrolltonFarmersBranchISD

Lessthan1year

1 3years

4 9years

10yearsormore

8. LengthofTotalTeachingExperience(completedfullyearsofexperience)

Lessthan1year

1 5years

6 10years

11 15years

16 20years

Morethan20years


26/33



9. Pleaseindicatewhatyouvalueasmostimportanttoyourjobsatisfaction(checkallthatapply).

Compensationandbenefits

Districtwidecommunications

Feelingsafeintheworkplace

Jobsecurity

Meaningfulwork

Recognition

Supportfromcoworkers

Supportfromsupervisors

Trainingtodothejob

Workingconditions

Pleaseindicateyourlevelofagreementwiththefollowingstatements:

10. JobSatisfaction

Strongly

Agree Agree Disagree

Strongly

Disagree

No

Opinion/

Not

Applicable

IliketheworkIdo.

Iamsatisfiedwithmyjob

assignment.

Iunderstandwhatisexpectedof

meinmyjob.

TheworkIdoismeaningfuland

satisfyingtome.

Myjobischallenging.

Iwouldrecommendmycampusor

departmenttoafriendasagood

placetowork.

Iwouldrecommendthisdistrictto

afriendasagoodplacetowork.

11. SupportfromCoworkers

Strongly


Strongly

Disagree

No

Opinion/

Not

Applicable

Mycoworkerswanttohelpmebe

successful.

Mycoworkersmaintaina

welcomingatmosphere.

Mycoworkersarewillingtohelp

duringtimesofheavyworkload.

Irarelyfeelisolatedand

disconnectedfrommycoworkers.


27/33



12. WorkingConditions

Strongly


Strongly

Disagree

No

Opinion/

Not

Applicable

The

hours

I

work

are

reasonable.

Myworkloadisappropriateformy

position.

Myworklocationisclean.

Ihaveadequatespacetodomy

job.

Ifeelsafeworkingatmybuilding.

Ihavetheequipment,tools,and

suppliestobesuccessfulinmyjob.

Computersandothertechnology

resourcesareavailableandwell

supported.

Ifeelsecureinmycontinued

employmentinthisdistrict.

13. CompensationandBenefits

Strongly


Strongly

Disagree

No

Opinion/

Not

Applicable

Overall,Iamsatisfiedwiththepay

andbenefitsofferedbythe

district.


Mypayiscompetitivewithother

districtsinthisarea.

Paypracticesareadministered

consistentlyforallemployees.

Ithinktheleavetimeprovidedto

meisappropriate.

Iunderstandmybenefitsand

knowhowtousethem.

Igethelpwithproblemsor

questionsaboutbenefits.


28/33



14. DistrictCommunications

Strongly


Strongly

Disagree

No

Opinion/

Not

Applicable

Iknowwhatthemissionandgoals

ofthedistrictare.

IamabletofindoutthethingsI

needtoknowtogetmyjobdone.

Policiesandproceduresaffecting

myworkarecommunicated

clearly.

Ihaveeasyaccesstodistrict

policies.

Thedistrictusesemaileffectively.

Thedistrictsharesimportantnews

andevents.

Thedistrictprovidesameansof

recognizingimportant

accomplishments.

Iamsatisfiedwithemployee

communicationsinthedistrict.

Thedistricthasmyconfidenceand

support.

IknowtheCFBISDbrand:An

InnovativeLeaderinLearning.


communicationsinthedistrictregardingtheannualbudget.

15. HumanResourceSupport

Strongly


Strongly

Disagree

No

Opinion/

Not

Applicable

ThestaffintheHumanResource

(HR)Departmentarecourteous

andrespectfultome.

HRstaffareresponsivetomycalls

oremailswhenIneedassistance.

HRpolicies,forms,andinformation

Ineedareeasytoaccess.

TheHRstaffprotectsconfidential

informationaboutemployees.

IgetthehelpandinformationI

needfromHRstaff.


29/33



16. BusinessOfficeSupport(IncludesAccounting/AccountsPayable,Finance/Budget,andPayroll/Benefitsdepartments.)

Strongly


Strongly

Disagree

No

Opinion/

Not

Applicable

The

staff

in

the

business

office

are


Thebusinessofficestaffare

responsivetomycallsoremails

whenIneedassistance.

Businessofficepolicies,forms,and

informationIneedareeasyto

access.

Thebusinessofficestaffprotects

confidentialinformationabout

employees.

IgetthehelpandinformationI

needfromthebusinessoffice

staff.

17. SupervisorSupport

Strongly


Strongly

Disagree

No

Opinion/

Not

Applicable

Iamallowedtomakeappropriate

decisionswithinmyscopeof

authority.

Mysupervisormakestimelydecisions.

Mysupervisorsetscleargoalsand

objectives.

IgetthetrainingIneedtodomy

jobeffectively.

Ireceiveusefulfeedbackonmy

performance.

Ireceiveappropriatesupportwith

problemsonthejob.

Mysupervisorencourages

suggestionsforimprovement.

Recognitionisgiventotop

performers.

Ifeelmyworkisappreciated.

Icanopenlycommunicatewithmy

supervisor.


30/33



18. TechnologySupport

Strongly


Strongly

Disagree

No

Opinion/

Not

Applicable

Ihavethetrainingandtechnical

supportIneedtousetechnology

equipment.

Ihaveaccesstoreliable

communicationtechnology

includingphonesandemail.

Ihavesufficientaccessto

instructionaltechnologyincluding

computers,software,and

internet.

Maintenanceandrepairson

computerequipmentareprompt

andeffective.

Districttechnologystaffare


Districttechnologystaffare

knowledgeableandhelpful.

19. CampusEnvironment

Strongly


Strongly

Disagree

No

Opinion/

Not

Applicable


communicationsatthecampus

level.

IamsatisfiedwiththesupportI

getfromcampusofficestaff.

Thebuildingandgroundsatmy

campusarecleanandproperly

maintained.

Mycampuscafeteriaprovidesa

varietyofdailynutritiousmeals.

Iwouldcharacterizemycampusas

havingapositiveatmosphere.

Ihaveprideintheperformanceof

mycampus.

Iamkeptuptodateonchangesin

proceduresandpracticeswithin

mycampus.

Iaminvolvedindecisionsthat

impactmywork.


31/33



19. CampusEnvironment

Strongly


Strongly

Disagree

No

Opinion/

Not

Applicable

I

feel

that

my

opinions

at

work

are

valued.

Peopletrustoneanotheratmy

campus.

Mycampusprincipaliseffectivein

leadingmycampustoachieveits

goals.

Mycampusprincipalkeepsme

wellinformed.

Mycampusprincipalisaccessible.

Iamtreatedfairlybymycampus

principal.

20. TeacherSupport

Strongly


Strongly

Disagree

No

Opinion/

Not

Applicable

Iamsatisfiedwiththeservices

fromcampusprofessionalsupport

staff.

Iamsatisfiedwithdistrictlevel

supportandresourcesfor

teacherswithspecialpopulations.

Iamsatisfiedwithservicesfrom

paraprofessionalsupportstaff.

Centralofficestaffworkto

supportmyeffortsinthe

classroom.

Campusstaffworktosupportmy

effortsintheclassroom.

Ifeelsupportedandappreciated

bytheDistrict'sBoardofTrustees.


32/33



21. CurriculumandInstructionSupport

Strongly

Agree

Agree

Disagree

Strongly

Disagree

No

Opinion/

Not

Applicable

Theinstructionalprograminmy

schoolenablesstudentstomaster

therequiredTEKS.

Ihavesufficientaccessto

appropriateinstructional

resourcesandmaterials.

Teachersworkamicablytogether

oncommonproblems.

Iunderstandachievement

standardsandgradingpolicies.

Curriculumobjectivesand

materialsareperiodically

reviewedwithinputfrom

teachers.

Guidelinesandmaterialsare

availabletohelpteacherswith

enrichment,remediation,or

acceleration.

Teachersarechallengedtobe

effectiveandhavehigh

expectationsforstudents.

Staffdevelopmentprovides

teacherswithusefulknowledge

andskills.

Districtcurriculumandinstruction

supportstaffarecourteousand

respectfultome.

Districtcurriculumandinstruction

supportstaffareknowledgeable

andhelpful.

Theschoolhasasystemof

communicationthatisopen,

regular,andhonest.

Thecurrentgroupingofstudents

forinstructionalpurposesis

appropriate.


33/33

22. StudentDisciplineSupport

Strongly

Agree

Agree

Disagree

Strongly

Disagree

No

Opinion/

Not

Applicable

Ourstudentcodeofconductis

consistentlyandfairlyenforced.

Theprincipalprovidesleadership

insettingandmaintaining

behavioralstandardsforstudents.

Iamgivenappropriateassistance

tohelpresolvedisciplinary

problemsinmyclassroom.

23. AdditionalComments

______________________________________________________________________

______________________________________________________________________

______________________________________________________________________

______________________________________________________________________

______________________________________________________________________

Documents

2011 TASB Employee Survey Results