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2012 I am MD Anderson
Employee Opinion Survey
Institution results Response rates
• All Rollup Areas had a notable response rate.
• We matched our highest response rate of 82% from 2008.
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Institution results Category Summary
KEY Favorable Neutral Unfavorable
78% 13%
68% 17% 15%
74% 14%
67% 21%
79% 13%
72% 17%
73% 17%
74% 18%
75% 15%
72% 15% 13%
• Majority of dimensions exceed target score of 70% favorability.
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Institution results Group Comparison
>= 70% Favorable < 50% Favorable
Key ~ Insufficient Sample Size
50% - 69% Favorable
• Engagement remains a consistent strength for our institution.
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Institution results Group Comparison
>= 70% Favorable < 50% Favorable
Key ~ Insufficient Sample Size
50% - 69% Favorable
• Trainings, coaching opportunities, and targeted interventions helped to
move the needle in the right direction from 2010 scores.
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Institution results Branching Item
For those who selected either a neutral or unfavorable response to “I feel safe at work…”
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Institution results Group Comparison
>= 70% Favorable < 50% Favorable
Key ~ Insufficient Sample Size
50% - 69% Favorable
• #26 is the largest increase from the 2010 survey.
• New fitness center became available to employees in 2011.
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Institution results Branching Item
For those who selected either a neutral or unfavorable response to “In the last
month, I have often had difficulty coping with all of the things I had to do at work.”
• Relationship between efficiencies of processes from Work Environment
section and volume of work.
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Institution results Group Comparison
>= 70% Favorable < 50% Favorable
Key ~ Insufficient Sample Size
50% - 69% Favorable
• Institutional leadership represented the president, executive vice presidents,
and senior vice presidents.
• Senior leaders represented vice presidents, division heads, and associate vice
presidents. 10
Institution results Group Comparison
>= 70% Favorable < 50% Favorable
Key ~ Insufficient Sample Size
50% - 69% Favorable
• Revised performance management process and tool from feedback in
2005 and 2008 surveys. 11
Institution results Group Comparison
>= 70% Favorable < 50% Favorable
Key ~ Insufficient Sample Size
50% - 69% Favorable
• Mentoring scored 48% in 2010 survey.
• Trainings, forums, and mentoring day helped to move the needle
in the right direction from 2010 scores.
• Approximately 40% of employees are participating in a mentoring
relationship.
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Institution results Branching Item
For those employees who indicated they are not participating in a mentoring
relationship…
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Institution results Group Comparison
>= 70% Favorable < 50% Favorable
Key ~ Insufficient Sample Size
50% - 69% Favorable
• Employees’ comments identify promotions/advancement to keep
employees.
• Overall satisfaction item scored 16 points higher than benchmark. 14
Institution results Group Comparison
>= 70% Favorable < 50% Favorable
Key ~ Insufficient Sample Size
50% - 69% Favorable
• Personal passion and energy employees feel should be contagious to
our colleagues.
• It’s not only leaders that hold employees accountable. We also must
hold one another accountable.
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Institution results Group Comparison
>= 70% Favorable < 50% Favorable
Key ~ Insufficient Sample Size
50% - 69% Favorable
• Many employee comments center on recognition through specific
acknowledgement of performance and effort, e.g. “Thank you for…”
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Institution results Group Comparison
>= 70% Favorable < 50% Favorable
Key ~ Insufficient Sample Size
50% - 69% Favorable
• Efforts and policies to address disruptive behavior implemented
since 2010.
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Institution results Most favorable items
KEY Favorable Neutral Unfavorable
89%
84%
84%
84%
MOST FAVORABLE
ITEMS
84%
83%
82%
82%
81%
81%
• 21 items increased in favorability since 2010.
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Institution results Least favorable items
KEY Favorable Neutral Unfavorable
56% 18% 26%
51% 25% 24%
58% 21% 21%
58% 23% 19%
63% 20% 17%
65% 18% 17%
67% 18% 16%
59% 26% 15%
69% 16% 14%
63% 23% 14%
• Though all items scored above 50% favorability, opportunity remains.
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Next steps
Institutional Actions
•Manager People Leadership Development
•Mentoring / Development Support
• Career Self-Management
Departmental Actions
•Work unit results were to be shared with employees by today.
•Work unit actions should be determined based on work unit
results and in collaboration with employees for an FY13 goal.
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Next steps
Driver of Trust: Manager Behavior
Continuing Education for People Leadership Development
•New managers/leaders
― Paired with buddy/mentor for first six months of onboarding
― Required to take 2 courses from Management Curriculum within first
6 months and remaining curriculum within first 18 months
•Existing managers/leaders
― Continuing education of 16 hours per year with flexibility to determine
what courses are needed to continue people leadership development
― If have not completed the Management Curriculum, requirement to
complete within 18 – 24 months
• Expectations added to performance evaluation
― Under People Management in Key Functions section
― To standards in Scoring Guidelines for Achieves
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Next steps
Driver of Retention and Engagement:
Mentoring and Development
Encouraging the support of time for employees to receive
mentoring and development
Executive Leadership supports mentoring and development
activities, and we need our leaders and managers to work with
employees who express interest in these activities to find creative
ways to support their interests.
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Next steps
Interest of Employees:
Career Mobility and Advancement
•One-third of positions are filled with internal candidates
― Internal candidates on average applied for 8 positions last year
― Internal candidates created over 40,000 applications last year, with 29
candidates creating 10% of them
•Employee comments asked for counseling resource
•An online resource, My Professional Compass, to assist employees with
self-managing their career is under development for FY13 to include:
― A searchable database for employees to identify positions to which they
qualify
― A map outlining how jobs relate among the different disciplines
― Key career paths supported by the institution
― Online tools available to assist employees with resumes and interviews
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