Nanotechnology 69 - University College London€¦ · Nanotechnology RESPONSES: 12 of 28 YOUR EMPLOYEE ENGAGEMENT SCORE: m69 % VARIANCE from PARENT: 0 VARIANCE from ORGANISATION OVERALL:-1

STAFF OPINION SURVEY 2017 RESPONSERATE: 43%

Department of Nanotechnology

RESPONSES: 12of 28

YOUR EMPLOYEE ENGAGEMENT SCORE:

69%

VARIANCE from PARENT: 0VARIANCE from ORGANISATION OVERALL: -1Employee engagement is about more than just satisfaction. It's a mutually beneficial relationship between the employee and organisation. Engagement is a good indicator of how connected they are to the organisation and in helping it to achieve its goals.

VARIANCE FROM PARENT

26 questions above

19 questions in line

12 questions below

VARIANCE FROM ORGANISATION OVERALL

23 questions above

25 questions in line

9 questions below

Q27. There are sufficient opportunities for training and development to improve my skills and grow at UCL +23Q25. I am aware of UCL's range of benefits for its staff (eg Pension, childcare vouchers, employee assistance scheme) +22Q41. I think UCL respects individual differences (e.g. cultures, working styles, backgrounds, ideas) +20

Q41. I think UCL respects individual differences (e.g. cultures, working styles, backgrounds, ideas) 92%Q33. As long as I get the job done, I have the freedom to work in a way that suits me 92%Q27. There are sufficient opportunities for training and development to improve my skills and grow at UCL 92%

TOP 3HIGHEST SCORING QUESTIONS AGAINST PARENT:

VARIANCE FROM PARENT TOP 3

HIGHEST SCORING QUESTIONS:% POSITIVE

WHAT NOW?

1.TAKE THE TIME TO EXPLOREAND UNDERSTAND THE RESULTS IN THIS REPORT.

2.DISCUSS THE RESULTS WITH YOUR TEAMIDENTIFY THE THINGS TO CELEBRATE (STRENGTHS) OR IMPROVE (ACTION AREAS).

3.DEVELOP A PLAN OF ACTIONSEE THE SUGGESTED TEMPLATE AT THE BACK OF THIS REPORT.

Department of Nanotechnology | Staff Opinion Survey 2017 PAGE 01. www.orcinternational.comORC International

KEY QUESTIONS TO FOCUS ON

WHAT TO FOCUS ON?

THESE KEY QUESTIONS HAVE BEEN IDENTIFIED AS BEING IMPORTANT TO EMPLOYEES IN YOUR BUSINESS UNIT.

THEY ARE NOT NECESSARILY THE QUESTIONS WITH THE LOWEST SCORES.

SOME WILL BE AREAS TO IMPROVE UPON AND SOME WILL BE AREAS TO MAINTAIN.

DEVELOP ACTIONS AND ACTIVITIES TO IMPROVE UPON THESE, WHERE POSSIBLE, TO DRIVE HIGHER LEVELS OF PERFORMANCE.

AT LEAST 5 PERCENTAGE POINTS GREATER THAN COMPARATOR AT LEAST 5 PERCENTAGE POINTS

LESS THAN COMPARATOR%

POSITIVE


VARIANCE FROM

ORGANISATION OVERALL

.1 Q58. I feel that my work/professional goals and objectives are aligned to those of UCL 67% +10 +5

.2 Q1. My work gives me a sense of personal accomplishment 92% +8 +8

.3 Q52. I understand the values of UCL 75% +2 +4

.4 Q28. I am encouraged to show initiative and be proactive at UCL 75% +4 +8

.5 Q40. I am treated with fairness and respect at UCL 83% +14 +8

.6 Q20. I am optimistic about the future of UCL 58% -3 +2


EMPLOYEE ENGAGEMENT

HOW ENGAGED IS YOUR TEAM?

THESE RESULTS PROVIDE A MEASURE OF ENGAGEMENT FOR YOUR TEAM.

YOUR ENGAGEMENT SCORE ISN'T JUST ABOUT HOW MUCH PEOPLE LIKE WORKING FOR YOU. IT ALSO MEASURES THE EMOTIONAL CONNECTION AND COMMITMENT COLLEAGUES HAVE TO WORKING FOR THE ORGANISATION.

THERE'S A LOT OF EVIDENCE TO SHOW A STRONG LINK BETWEEN ENGAGED COLLEAGUES AND IMPROVED BUSINESS PERFORMANCE.

YOUREMPLOYEEENGAGEMENTSCORE

69%RESPONSE SCALE

%POSITIVE


0

VARIANCE FROM


-1SA

Y

Q60. I would recommend UCL as a good place to work 75% +5 +3

Q61. I am proud to work for UCL 83% +5 +4

STA

Y

Q62. I feel a strong sense of belonging to my department/ division/ research group 58% +1 -12

Q63. I feel a strong sense of belonging to UCL 58% -6 0

STR

IVE Q64. I suggest ideas to improve our ways of doing things 75% -5 +1

Q65. Working here makes me want to do the best I can 67% +1 -4

KEY AT LEAST 5 PERCENTAGE POINTS GREATER THAN COMPARATOR

AT LEAST 5 PERCENTAGE POINTS LESS THAN COMPARATOR

Strongly agree Agree Neither DisagreeStrongly

disagree


HEADLINE SCORES

HIGHEST POSITIVE SCORING QUESTIONS

%POSITIVE

Q41. I think UCL respects individual differences (e.g. cultures, working styles, backgrounds, ideas)

92%

Q33. As long as I get the job done, I have the freedom to work in a way that suits me

92%Q27. There are sufficient opportunities for training and development to improve my skills and grow at UCL

92%

Q1. My work gives me a sense of personal accomplishment

92%Q25. I am aware of UCL's range of benefits for its staff (eg Pension, childcare vouchers, employee assistance scheme)

91%

HIGHEST NEUTRAL SCORING QUESTIONS

%NEUTRAL

Q15b. My specific needs were met prior to, during and on return from leave

75%

Q19. When changes are made they are usually for the better

50%

Q21. I am concerned about the impact Brexit will have on my future employment at UCL

50%

Q59. UCL acts in an environmentally sustainable way

50%

Q26. I am satisfied with the recognition I receive for doing a good job

45%

HIGHEST NEGATIVE SCORING QUESTIONS

%NEGATIVE

Q34. I feel the level of stress in my job has a negative impact on my wellbeing

50%

Q7. Where I work I have the resources and equipment I need to work effectively

42%Q18. I have a clear understanding of the 2034 strategy and its impact on my Department/Division

42%

Q23. Considering my duties and responsibilities, I feel my pay is fair

36%

Q8. I am satisfied with my physical working environment

33%

FIND YOUR HIGHEST SCORES

THESE QUESTIONS ARE YOUR HIGHEST SCORING.

- WHAT ARE EMPLOYEES MOST POSITIVE ABOUT?(STRENGTHS)

- WHAT ARE EMPLOYEES MOST NEUTRAL ABOUT? WHERE A LOT OF EMPLOYEES ARE RESPONDING 'NEITHER AGREE NOR DISAGREE' (% NEUTRAL), THIS MAY INDICATE MIXED VIEWS OR INCONSISTENT EXPERIENCES.(AREAS OF POTENTIAL)

- WHAT ARE EMPLOYEES MOST NEGATIVE ABOUT?(AREAS OF CONCERN)


ALL QUESTIONS

EXPLORE THE FULL RESULTS

- THESE PAGES SHOW EVERY QUESTION ASKED IN THE SURVEY AND THE PROPORTION OF COLLEAGUES RESPONDING POSITIVELY (STRONGLY AGREE + AGREE), NEUTRALLY (NEITHER AGREE NOR DISAGREE) OR NEGATIVELY (DISAGREE + STRONGLY DISAGREE).

- LOOK AT HOW YOUR POSITIVE SCORE COMPARES TO THE AVAILABLE COMPARISONS.

IS THERE ROOM FOR IMPROVEMENT?

MY JOB 67% RESPONSE SCALE%

POSITIVEVARIANCE

FROM PARENT

VARIANCE FROM


K Q1. My work gives me a sense of personal accomplishment 92% +8 +8

Q2. I understand how my work contributes to the objectives of my department/division 58% -22 -28

Q3. I understand how my work contributes to the success of UCL 83% -6 +1

Q4. The people I work with co-operate to get the work done 83% +7 +4

Q5. There is good co-operation between the teams I work with 67% -1 -4

Q6. I have the opportunity to contribute my views before changes are made which affect my job 58% +8 +8

Q7. Where I work I have the resources and equipment I need to work effectively 33% -4 -23

Q8. I am satisfied with my physical working environment 67% +11 +14

Q9. I am satisfied with my job security 58% +5 0

K KEY DRIVER QUESTIONS

KEY AT LEAST 5 PERCENTAGE POINTS

GREATER THAN COMPARATOR



disagree


ALL QUESTIONS


- THESE PAGES SHOW THE NON STANDARD QUESTIONS ASKED IN THE SURVEY AND HOW THE PROPORTION OF COLLEAGUES RESPONDED.



HOW YOU ARE MANAGED RESPONSE SCALE RESPONSE COUNT % VARIANCE

FROM PARENT

VARIANCE FROM


Q10. Which of the following best describes your line manager/academic leader? 12

Very Supportive 7 58% +9 +6

Fairly Supportive 4 33% +2 +3

Neither Supportive nor Unsupportive 1 8% -1 -2

Fairly Unsupportive 0 0% -5 -5

Very Unsupportive 0 0% -5 -2

KEY AT LEAST 5 PERCENTAGE POINTS GREATER THAN COMPARATOR AT LEAST 5 PERCENTAGE POINTS LESS THAN

COMPARATOR


ALL QUESTIONS





HOW YOU ARE MANAGED 70% RESPONSE SCALE%

POSITIVEVARIANCE

FROM PARENT

VARIANCE FROM


Q11. Where there is poor performance, I believe it is appropriately dealt with where I work 58% +20 +20

Q13. My last appraisal helped identify opportunities for personal development 58% +1 +2

Q14. I receive constructive feedback on my performance between appraisals 67% +11 +13

Q15. My manager/academic leader demonstrates the necessary management skills to undertake their role effectively 75% +14 +7






disagree


ALL QUESTIONS





HOW YOU ARE MANAGED RESPONSE SCALE RESPONSE COUNT % VARIANCE

FROM PARENT

VARIANCE FROM


Q12. I have had an appraisal.. 12In the last 12 months 10 83% +22 +18

In the last 24 months 1 8% -15 -6

Longer than 24 months ago 0 0% -2 -5

I have worked at UCL longer than a year but have not had an appraisal 1 8% +1 +3

I started less than 12 months ago 0 0% -5 -9


COMPARATOR


ALL QUESTIONS





LEADERSHIP AND CHANGE 48% RESPONSE SCALE%

POSITIVEVARIANCE

FROM PARENT

VARIANCE FROM


Q16. Heads of Department/Division or above are sufficiently visible in UCL 58% -2 +1

Q17. Heads of Department/Division or above provide effective leadership 50% +2 +3

Q18. I have a clear understanding of the 2034 strategy and its impact on my Department/Division 33% +8 +8

Q19. When changes are made they are usually for the better 42% +10 +18

K Q20. I am optimistic about the future of UCL 58% -3 +2

Q21. I am concerned about the impact Brexit will have on my future employment at UCL 33% -6 -14

Q22. I feel UCL has provided adequate support to staff in response to Brexit 58% +20 +23






disagree


ALL QUESTIONS





REWARD AND RECOGNITION 61% RESPONSE SCALE%

POSITIVEVARIANCE

FROM PARENT

VARIANCE FROM


Q23. Considering my duties and responsibilities, I feel my pay is fair 55% +12 +9

Q24. I feel my pay is fair in comparison to people working in similar roles in other organisations 55% +12 +13

Q25. I am aware of UCL's range of benefits for its staff (eg Pension, childcare vouchers, employee assistance scheme) 91% +22 +14

Q26. I am satisfied with the recognition I receive for doing a good job 45% -5 -6






disagree


ALL QUESTIONS





CAREER DEVELOPMENT 72% RESPONSE SCALE%

POSITIVEVARIANCE

FROM PARENT

VARIANCE FROM


Q27. There are sufficient opportunities for training and development to improve my skills and grow at UCL 92% +23 +29

K Q28. I am encouraged to show initiative and be proactive at UCL 75% +4 +8

Q29. The grading review process at UCL is applied fairly The data for this question has been hidden for anonymity reasons.

Q30. I think 's promotions criteria are clear 70% +4 +23

Q31. I think UCL's promotions process is fair 50% +1 +14






disagree


ALL QUESTIONS





MANAGING YOUR WORKLOAD 48% RESPONSE SCALE

%POSITIVE


VARIANCE FROM


Q32. I am given realistic deadlines to work to 58% -2 -3

Q33. As long as I get the job done, I have the freedom to work in a way that suits me 92% +17 +7

Q34. I feel the level of stress in my job has a negative impact on my wellbeing (negatively phrased question) 25% +1 -6

Q35. I am aware of how to access support from UCL if I experience stress 50% -12 +2

Q36. UCL does a good job of promoting the importance of health and wellbeing 50% -2 +12

Q37. I can meet the requirements of my job without regularly working excessive hours 42% -6 +2

Q38. I am comfortable talking openly with my manager about my mental wellbeing 42% -10 -4

Q39. I am provided with workplace adjustments that I need to support my health condition 25% +5 -1






disagree


ALL QUESTIONS





EQUAL OPPORTUNITIES 73% RESPONSE SCALE%

POSITIVEVARIANCE

FROM PARENT

VARIANCE FROM


K Q40. I am treated with fairness and respect at UCL 83% +14 +8

Q41. I think UCL respects individual differences (e.g. cultures, working styles, backgrounds, ideas) 92% +20 +11

Q42. I would feel able to report bullying and harassment without worrying that it would have a negative impact on me 42% -12 -18






disagree


ALL QUESTIONS





EQUAL OPPORTUNITIES RESPONSE SCALE RESPONSE COUNT % VARIANCE

FROM PARENT

VARIANCE FROM


Q43. I have been subject to behaviour that I consider to be bullying/harassment in the last two years at UCL 12

Yes 1 8% -18 -7

No 11 92% +18 +7

Q44. I have witnessed behaviour towards others that I consider to be bullying/harassment in the last two years at UCL 12

Yes 5 42% -5 +16

No 7 58% +5 -16


COMPARATOR


ALL QUESTIONS






FROM PARENT

VARIANCE FROM


Q45. I believe this is due to: 6

Age The data for this question has been hidden for anonymity reasons.

Caring responsibilities The data for this question has been hidden for anonymity reasons.

Disability The data for this question has been hidden for anonymity reasons.

Race The data for this question has been hidden for anonymity reasons.

Religion/beliefs The data for this question has been hidden for anonymity reasons.

Sex or gender identity The data for this question has been hidden for anonymity reasons.

Trade union membership The data for this question has been hidden for anonymity reasons.

Working pattern The data for this question has been hidden for anonymity reasons.

Personality differences not related to the above The data for this question has been hidden for anonymity reasons.

Other The data for this question has been hidden for anonymity reasons.


COMPARATOR


ALL QUESTIONS






FROM PARENT

VARIANCE FROM


Q47. Did you report this bullying/harassment? 5

Yes The data for this question has been hidden for anonymity reasons.

No The data for this question has been hidden for anonymity reasons.

Q48. Why was this? 12Concerns about confidentiality 2 17% 0 +1

Concerns about being labelled a troublemaker 2 17% +3 0

Fear of repercussions on career 3 25% +3 +7

Nothing would happen 3 25% -3 +2

Resolved the situation informally 0 0% 0 -7

Time required to report 0 0% 0 -2

Unaware of procedures 2 17% +11 +11

Other 0 0% -14 -12


COMPARATOR


ALL QUESTIONS





COMMUNICATION 53% RESPONSE SCALE%

POSITIVEVARIANCE

FROM PARENT

VARIANCE FROM


Q49. Reasons behind change are clearly communicated to staff 33% +1 +1

Q50. I would be comfortable to speak up and question the way things are done at UCL 50% +13 +1

Q51. Relations between professional services and academic/research staff are generally good 75% +4 +20






disagree


ALL QUESTIONS





VISION AND VALUES 56% RESPONSE SCALE%

POSITIVEVARIANCE

FROM PARENT

VARIANCE FROM


K Q52. I understand the values of UCL 75% +2 +4

Q53. I am clear about the goals and objectives for my department/division 50% -7 -18

Q54. I believe that UCL gives sufficient priority to research 67% +2 -3

Q55. I believe that UCL gives sufficient priority to teaching 67% +6 +12

Q56. I believe that UCL gives sufficient priority to Knowledge Exchange and Enterprise 50% +5 +10

Q57. I believe that UCL gives sufficient priority to Infrastructure and systems (i.e. enabling activity through Estates, ISD, student services, etc.) 25% -4 -4

K Q58. I feel that my work/professional goals and objectives are aligned to those of UCL 67% +10 +5

Q59. UCL acts in an environmentally sustainable way 50% +16 +8






disagree


ALL QUESTIONS





OVERALL PERCEPTIONS 69% RESPONSE SCALE%

POSITIVEVARIANCE

FROM PARENT

VARIANCE FROM


Q60. I would recommend UCL as a good place to work 75% +5 +3

Q61. I am proud to work for UCL 83% +5 +4

Q62. I feel a strong sense of belonging to my department/ division/ research group 58% +1 -12

Q63. I feel a strong sense of belonging to UCL 58% -6 0

Q64. I suggest ideas to improve our ways of doing things 75% -5 +1

Q65. Working here makes me want to do the best I can 67% +1 -4

NEXT STEPS 42% RESPONSE SCALE%

POSITIVEVARIANCE

FROM PARENT

VARIANCE FROM


Q66. I believe that action will be taken on this survey 42% +2 -1






disagree


ALL QUESTIONS





OTHER 33% RESPONSE SCALE%

POSITIVEVARIANCE

FROM PARENT

VARIANCE FROM


Q14c. My specific needs are met by UCL (for example an ability to work flexibly) so I can balance my external responsibilities and still fully engage with all aspects of working life at the University

The data for this question has been hidden for anonymity reasons.

Q15b. My specific needs were met prior to, during and on return from leave 13% -26 -22






disagree


WHAT'S NEXT

WHAT'S NEXT?

EMPLOYEES HAVE GIVEN THEIR FEEDBACK AND THESE RESULTS SHOW YOU WHERE YOU NEED TO MAKE IMPROVEMENTS OR WHERE YOU ARE PERFORMING WELL.

IT IS IMPORTANT TO DISCUSS THINGS FULLY IN ORDER TO UNDERSTAND UNDERLYING REASONS FOR THEIR OPINIONS BEFORE TAKING ACTION.

HOW WILL YOU MEASURE WHETHER YOUR ACTIONS HAVE BEEN SUCCESSFUL?

DON'T JUST WAIT FOR THE NEXT SURVEY. KEEP ASKING YOUR COLLEAGUES FOR THEIR FEEDBACK AND IDEAS THROUGHOUT THE YEAR.

42%of employees replied favourably to:

‘I believe that action will be taken on this survey.’VARIANCE FROM PARENT +2

VARIANCE FROM ORGANISATION OVERALL

-1

39%

PARENT

43%


% positive % neutral % negative


TIPS & SUGGESTIONS

01.Take the time to digest the scores and identify the areas where you are performing well.

These will tend to be high scores which are notably above any comparative scores. These should be celebrated. Share the good news with employees.

UNDERSTANDING YOUR REPORT AND GETTING TO ACTION!

- THE SCORES ON THE FRONT PAGE GIVE YOU SOME SUMMARY INFORMATION. FIRST TAKE THE TIME TO FULLY UNDERSTAND THIS REPORT BEFORE SHARING WITH OTHERS.

- WHAT IS YOUR RESPONSE RATE? IF HIGH, THE RESULTS WILL BE REPRESENTATIVE OF THE VIEWS OF YOUR COLLEAGUES. IF LOW (<20%) TAKE CARE WHEN INTERPRETING THE RESULTS.ENCOURAGE ALL COLLEAGUES TO HELP WITH ACTION PLANNING AND HOPEFULLY THIS WILL ENCOURAGE THEM TO COMPLETE THE SURVEY NEXT TIME.

- HOW DO YOUR SCORES COMPARE TO YOUR PARENT UNIT OR THE ORGANISATION OVERALL?

ARE THERE ANY SCORES THAT ARE UNEXPECTED?

Identify areas that need improvement. 02.These will be the lower scores, and/or those which are scoring notably below your comparators. Discuss these areas with your colleagues in focus groups or one2ones, gather their thoughts and solutions before deciding actions to take.

03. High neutral responses (lots of employees ticking 'neither agree nor disagree')

Ask your colleagues about their views to find out what is causing this uncertainty. More communication and involvement may help to shift them to a positive frame of mind.

04.It may be helpful to discuss with your manager or other colleagues (your peers, HR, subject experts) to share ideas before developing plans for action.

There are lots of websites of ideas and case studies to give you further inspiration and top tips.

Some actions may be 'quick wins' and short term. However, in most instances, you will need to think longer term. 05.What do you want employees to be saying about their working lives in the future?

What should be put in place to achieve this?

The 'All questions' pages show every question asked in the survey and the proportion of colleagues responding positively (strongly agree + agree), neutrally (neither agree nor disagree) or negatively (disagree + strongly disagree). Look at how your positive score compares to your parent unit, and your last survey's results.

Is there room for improvement? 06.


TIME TO TAKE ACTION

CELEBRATE INVESTIGATE FURTHER

WITH OUR TEAMS OPPORTUNITIES

The things we do well: Are there any other opportunities coming out of the results that we want to explore further?

Areas we need to focus on and turn into action plans:

THINK ABOUT HOW WE CAN BUILD ON OUR STRENGTHS AND LEARN FROM WHAT WE ARE GOOD AT.

HOW COULD WE INVESTIGATE? THROUGH LOOKING AT THE DATA IN MORE DETAIL OR THROUGH DISCUSSIONS WITH STAFF?

WHAT ARE THE KEY THINGS WE NEED TO IMPROVE TO MAKE WORKING HERE BETTER?

USE THIS PAGE TO START YOUR LOCAL ACTION PLANS- IDENTIFY AREAS TO CELEBRATE, OPPORTUNITIES FOR IMPROVEMENT AND AREAS WHICH YOU NEED TO INVESTIGATE FURTHER.

- PRIORITISE 3 AREAS TO TAKE FORWARD

PRIORITISE 3 AREASFOR ACTION TIMESCALES OWNER

RESOURCESREQUIRED

TARGET / SUCCESSMEASURE

01.

02.

03.


GUIDE TO THIS REPORT

% POSITIVE

WHERE RESULTS ARE SHOWN AS POSITIVE PERCENTAGES (% POSITIVE), THESE ARE CALCULATED BY ADDING TOGETHER POSITIVE RESPONSES ("STRONGLY AGREE" + "AGREE") AND DIVIDING BY THE NUMBER OF RESPONDENTS WHO ANSWERED THE QUESTION.

Strongly agree

Strongly disagreeDisagreeNeitherAgree

POSITIVE RESPONSE

Negative response

Neutral response

÷number of respondents who

answered the question

=% POSITIVE

ROUNDING

RESULTS ARE PRESENTED AS WHOLE NUMBERS FOR EASE OF READING, WITH ROUNDING PERFORMED AT THE LAST STAGE OF CALCULATION FOR MAXIMUM ACCURACY. VALUES FROM X.00 TO X.49 ARE ROUNDED DOWN AND VALUES FROM X.50 TO X.99 ARE ROUNDED UP. THEREFORE IN SOME INSTANCES, RESULTS MAY NOT TOTAL 100%.

STRONGLY AGREE AGREE NEITHER DISAGREE STRONGLY

DISAGREE TOTAL

NUMBER OF RESPONSES 151 166 176 96 24 613

PERCENTAGE 24.63% 27.08% 28.71% 15.66% 3.92% 100%

ROUNDED PERCENTAGE 25% 27% 29% 16% 4% 101%

NUMBER OF POSITIVE 151 + 166 = 317

% POSITIVE 317 ÷ 613 = 52%

ANONYMITY

IT IS ORC INTERNATIONAL'S PRACTICE NOT TO DISPLAY THE RESULTS OF GROUPS TO THE EXTENT WHERE THE ANONYMITY OF INDIVIDUALS MAY BE COMPROMISED. RESULTS FOR TEAMS WITH LESS THAN 10 WILL NOT RECEIVE AN INDIVIDUAL REPORT. HOWEVER, THEIR DATA WILL STILL CONTRIBUTE TO THE SCORES FOR THEIR GROUP AND THE ORGANISATION OVERALL.

COMPARISONS TO PARENT

WITHIN THIS REPORT A COMPARISON AGAINST PARENT REFERS TO DIV OF SURGERY & INTERVENTIONAL SCI


Documents

Nanotechnology 69 - University College London€¦ · Nanotechnology RESPONSES: 12 of 28 YOUR EMPLOYEE ENGAGEMENT SCORE: m69 % VARIANCE from PARENT: 0 VARIANCE from ORGANISATION OVERALL:-1