Tulane University

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Tulane University Employee Satisfaction Survey Results

October 2012

Tulane University

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Organization of Results

• Objectives 3• Methodology 4• Top Findings 6• 2010-2000 Comparisons 8• Executive Summary: Loyalty 11• Executive Summary: Job Satisfaction 13• Executive Summary: Benefits 16• Executive Summary: Performance Reviews 18• Frequently Asked Questions 20

Tulane University

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Objectives

• Obtain a measurement of employee satisfaction from the ~3,083 non-academic benefits-eligible staff in the following areas

Knowledge of and satisfaction with Tulane’s Employee Value Proposition based on Engagement, Community, Sense of Place and Tradition, and Challenge and Growth.

Knowledge of and satisfaction with their current jobs. Knowledge of and satisfaction with other benefits: TU Wellness, the Benny card, competitive or

incentivized activities Satisfaction with Tulane staff supervisors. Knowledge of and satisfaction with Performance Management, career development, and intra-

organization management and communications.

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Methodology

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Tulane University

Methodology

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• Tulane hired an outside consulting agency, The Olinger Group, to conduct the survey. This is the same firm that conducted the staff survey in 2010 and 2011.

• The population for the study was all benefits-eligible Tulane staff employees. There are approximately 3,083 Tulane staff employees and 46% participated in the survey. In 2010, the participation rate was 44% and in 2011,42% participated. The eligible population was contacted by Tulane using e-mail and invited to take an online

survey

• The survey instrument used to gather information was an online tool that was custom designed for our current use and adaptable for future tracking studies.

The survey included some items comparable to those of the instrument used in the 2010 and 2011 studies, but in general reflected changes in the current employment practices of Tulane.

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Top Findings

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Tulane University

Top Findings

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• Most Tulane staff employees said they are loyal to the university and committed to their jobs.• They report strong feelings of pride in their roles in the Tulane community. • They are satisfied with Tulane’s direction and plans for the future.• They find their work at Tulane personally fulfilling.• They are very likely to stay at their jobs, though more would leave for better base pay.

• Though more than 76% of employees report they are satisfied with their jobs, a growing number of employees say Tulane could take steps to make their jobs more satisfying and to make them more successful.

• Staff employees said they are generally satisfied with their supervisors.• Staff employees report that constructive feedback and help to do a better job are important parts of

supervisor satisfaction

• Staff employees said they want to know more about their benefits• Staff employees want to know more about TUWellness efforts • Staff employees also said healthcare premiums are becoming a challenge

• Most staff employees report having an in-person performance review and that it was a positive experience. • There is no real agreement that the performance review makes them better able to do their jobs• The in-person performance review is independent of the satisfaction with supervisors

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2011-2012Comparisons

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2011-2012 Comparisons

• The 2011 survey focused on compensation issues as compared to the 2012 survey which focused on benefits, wellness and supervisory effectiveness.

• Staff employees’ job satisfaction in three specific areas has improved in 2012, over 2010 and 2011:1. I get meaningful/useful/helpful feedback about the work I am performing2. I have everything I need to do my job effectively 3. I have input into my job description

• It is noteworthy that though job satisfaction is increasing in some areas, overall job satisfaction is not as high as in 2010 and 2011.

• Pride in being a member of the Tulane community and personally fulfilling work has remained consistently high since 2010.

• There is a growing gap between employees who are satisfied with their supervisors and those who are not satisfied with their supervisors from 2011 to 2012.

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Executive Summary

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Tulane UniversityExecutive Summary : Loyalty

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2010

2011

2012

2010

2011

2012

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

2%

2%

2%

1%

1%

8%

8%

8%

2%

2%

2%

15%

16%

16%

10%

11%

10%

45%

49%

49%

39%

45%

44%

31%

24%

25%

48%

42%

43%

Strongly Disagree Disagree Neither Agree Strongly Agree

I am proud to be a member of the Tulane community

My work at Tulane is personally fulfilling

There are no statistically significant changes since last year in Tulane staff employees’ feeling of personal fulfillment and institutional pride.

I am proud to be a member of the Tulane community

My work at Tulane is personally fulfilling

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Executive Summary: Job Satisfaction

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

1%3% 8% 7% 40% 30% 11%

Completely Dissatisfied Very Dissatisfied Dissatisfied Neither

Satisfied Very Satisfied Completely Satisfied

Sixty-nine percent (69%) report exactly the same level of satisfaction with the job.Seventeen percent (17%) report more positive satisfaction after consideration of specifics.Fourteen percent (14%) report more negative satisfaction after consideration of specifics.

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Executive Summary: Benefits

2010

2011

2012

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

2%

2%

5%

14%

11%

16%

21%

12%

26%

50%

56%

45%

13%

20%

8%

Strongly Disagree Disagree Neither Agree nor Disagree

Agree Strongly Agree

NDS

47%

63%

33%

Implicit satisfaction with benefits is no longer widespread among Tulane employees, having dropped below 2010 levels.

Fewer employees agree that benefits “meet their needs” compared to last year.

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Executive Summary: Benefits

CIGNA Health Coaches

Benny Card

Competitions and incentivized activities

TU Wellness Program

0% 25% 50% 75% 100%

1%

1%

1%

1%

3%

3%

5%

5%

74%

64%

60%

55%

19%

19%

28%

33%

3%

12%

5%

7%

Very Dissatisfied Dissatisfied Neither

Satisfied Very Satisfied

NDS

34%

28%

18%

27%

Users Not Satisfied41%

43%

45%

48%

Between 22% and 40% of employees are satisfied with the health care benefits tested.While few employees say they are “dissatisfied” with health care benefits, about 45% of users do not say they are satisfied.

Tulane University

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0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

3%

3%

11%

9%

42%

13%

33%

51%

11%

25%

Strongly Disagree Disagree Neither Agree Strongly Agree

The atmosphere of the in-person per-formance review is positive for most staff employees.

76% report feeling comfortable sharing their thoughts and feelings during the in-person perfor-mance review, while 12% did not feel comfortable sharing their thoughts and feelings. The value or impact of the in-person performance review is perceived to be less positive among staff employees.About 40% of staff employees indicate the in-per-son performance review makes them better able to perform their job while an equal number are neutral about the impact on the quality of their job perfor-mance.In addition, about 14% of employees provide nega-tive responses

Atmosphere and Impact of the In-Person Performance ReviewDuring my performance review I felt comfortable sharing my thoughts and feelings about my work.

Executive Summary: Performance Review

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Frequently Asked Questions

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What is Tulane planning to do about the cost of healthcare?The escalating cost of healthcare is a challenge for every employer and employee in the country. Tulane is actively engaged in discussions with our consultants and providers to formulate the most effective and cost sustainable solution for our employees and the University in the future.

Is Tulane considering any pay adjustments in the next year?Each year, Tulane reviews our staff pay practices with the market.  If the Tulane  salary bands are found to be out of alignment with current market conditions, the salary bands are adjusted accordingly.  Additionally, changes to individual pay may occur if the market requires an adjustment.

Performance Reviews were well received last year. Will there be any changes in the review this year?The review form will remain the same and supervisor training continues. Last year, managers were invited to attend Employee Support Services training sessions to learn how to use the Performance Review tool. These sessions will be offered again this year with an emphasis on improving work performance. Individual departments often ask for manager coaching in advance of Performance Reviews and this will continue to be provided in 2013.

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Frequently Asked Questions

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The survey suggests that people are less satisfied with their benefits than in previous years? What is Tulane doing about that?Tulane will make an effort to educate employees about their benefits and how to use them this year. During open enrollment, sessions are scheduled for every greater New Orleans area campus to offer information and assistance to any employee who attends. In addition, information will be made available throughout 2013, principally on the WFMO Benefits website, to further participants’ understanding of their plans. Finally, TUWellness will be active again in 2013, giving employees access to opportunities to engage in healthy living at work.

What is Tulane doing about the gap between satisfied and dissatisfied employees as far as supervisors go?Employee Support Services (ESS) will conduct a series of supervisor workshops in 2013. These workshops will target issues that commonly arise in ESS, where training can improve employee-supervisor relationship outcomes.