2008 Employee Opinion Survey Report by vzm51964

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									2008 Employee
Opinion Survey
    Report

      Human Resources
  University of Saskatchewan
        February 2009
2008 Employee Opinion Survey Report




                                                 Table of Contents
Introduction ........................................................................................................... 1 
Methodology ......................................................................................................... 2 
   Data Analysis ...............................................................................................................................3 
Staff Feedback ...................................................................................................... 3 
   Survey Response Rate ................................................................................................................3 
   Results by Survey Sections .........................................................................................................3 
   Appendix One  
         Survey Questions ............................................................................................................... I 
   Appendix Two  
         List of Work Units Provided to Respondents .................................................................. IV 
   Appendix Three  
         Messages Sent to Employees to Invite Participation in 2008 Employee
         Opinion Survey ................................................................................................................ VI 




       Summary and Analysis of Responses to Question
Equity/Diversity
Question 1           “I am aware of the goals and principles of the University's diversity
                      strategies.” .............................................................................................................. 4
Question 2           “I have difficulty accepting direction from a supervisor who is (check all
                      that apply).” ............................................................................................................. 5
Question 3           “I feel the effect of a diverse workforce on the future of the University is:” ............. 6
Question 4           “Under-represented groups (women, visible minorities, persons with
                      disabilities and Aboriginal people) promoted into 'supervisory' positions
                      are treated with respect.” ........................................................................................ 7
Question 5           “I believe that the following groups have an equal opportunity for
                      employment at the U of S (check all that apply).” ................................................... 8
Question 6           “The University has done more than it should to provide equitable
                      opportunities for (check all that apply).” .................................................................. 9

Employee Development and Engagement
Question 7           “Please identify one or more of the following which may be a barrier to you
                      being fully engaged and successful at work.” ....................................................... 10
Question 9           “Getting ahead in this organization is based on who you know.” .......................... 12
Question 10          “I feel I am recognized for a job well done.”........................................................... 13
Question 11          “I have the chance to get a better job at the University based on my skills.” ........ 14
Question 12          “I expected to make more progress in my job than I have up until now.” .............. 15
Question 13          “I know what is expected of me at work.” .............................................................. 16
Question 14          “I have the materials, equipment, information and/or resources I need to
                      do my work well.” .................................................................................................. 16
Question 15          “I get a real sense of achievement from my work.” ............................................... 17
2008 Employee Opinion Survey Report


Question 16   “At work, I have the opportunity to do what I do best every day.” ......................... 18
Question 17   “In the last seven days, I have received recognition or praise for doing
               good work.” ........................................................................................................... 19
Question 18   “My supervisor, or someone at work, seems to care about me as a
               person.” ................................................................................................................. 20
Question 19   “There is someone at work who encourages my development.” ........................... 21
Question 20   “My opinions seem to count.” ................................................................................ 22
Question 21   “The purpose of the University and/or my work unit makes me feel my job
               is important.” ......................................................................................................... 23
Question 22   “My co-workers are committed to doing quality work.” .......................................... 24
Question 23   “I have a best friend or close colleague at work.” .................................................. 25
Question 24   “In the last six months, someone at work has talked to me about my
               progress.” .............................................................................................................. 26
Question 25   “This last year, I had opportunities at work to learn and grow.”............................. 27

Values/Work Environment - Work Unit Specific
Question 26   “We are honest, supportive and sensitive in our communications.” ...................... 28
Question 27   “We respect and value individual and cultural differences.” .................................. 29
Question 28   “We support innovation, creativity and risk-taking.” ............................................... 30
Question 29   “We learn from our failures.” .................................................................................. 31
Question 30   “We celebrate our successes.” .............................................................................. 32
Question 31   “We are fair and forthright in our dealings.” ........................................................... 33
Question 32   “We confront problems and issues openly and directly.”....................................... 34
Question 33   “We cultivate an environment of collegiality and trust.” ......................................... 35

Demographics
Question 34   Demographics – Gender........................................................................................ 36
Question 35   Demographics – Age Group .................................................................................. 37
Question 36   Demographics – Length of Employment ............................................................... 37
Question 37   Demographics – Type of Occupation .................................................................... 38
Question 38   Demographics – Work Unit ...................................... Error! Bookmark not defined. 
2008 Employee Opinion Survey Report



Introduction
The University of Saskatchewan has committed to a future described in the University’s
Second Integrated Plan: Toward an Engaged University. The University celebrates its
people in this plan:

           “…the University of Saskatchewan’s greatest asset is its people;
           they care about the University, they feel responsible for its future,
           and they are committed to and proud of doing their part to ensure
           that the University succeeds and thrives. Being successful
           requires an environment in which faculty, staff and students feel
           positive, supported, energized and valued and where individual
           priorities are generally aligned with the goals of the institution.”

Human Resources (HR) sponsored the first annual Employee Opinion Survey in May-
June, 2005 to ask employees for their opinions on work environment issues. The results
of the initial survey indicated that the University needed to:
        • Continue to foster an inclusive environment where differences are valued;
        • Continue to clarify leadership accountabilities and competencies;
        • Develop strategies to increase personal effectiveness and address work/life
             balance issues; and
        • Promote positive work environments.

As a result of these findings, a number of initiatives were undertaken. These included a
diversity day which focused on education and celebration of diversity on campus and
highlighted the importance of work/life balance; further development of job profiles for
staff outlining key competencies and accountabilities; an introduction of 360 degree
feedback tools for individuals in leadership roles; several workshops to help individuals
enhance their personal effectiveness; the inclusion of a number of people strategies in
the Second Integrated Plan, including leadership and career development and on-going
workplace assessments to identify and address workplace issues. In addition, Human
Resources staff continued to work with colleges and units to promote positive work and
learning environments.

The ongoing purpose of the survey is to determine the effectiveness of the changes that
have been implemented and to develop and/or improve programs and services designed
to establish healthy, productive and diverse work environments.

To assist in identifying the gaps between the current environment and the workplace
described above, all employees in the University community were asked to participate in
the Employee Opinion Survey for 2008. These results will prove invaluable in human
resource planning as units implement their unit plans.

The results of the survey provide valuable information to support the development of
programs and services to meet the goal of establishing healthy, productive and diverse
work environments. A priority will be the promotion of diversity, which includes the
identification and removal of barriers to employee success, through, for example,
employee and leadership development, workplace climate improvement, and health and
wellness strategies.


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2008 Employee Opinion Survey Report


Methodology
The Employee Opinion Survey was developed internally to assess the extent to which
our work environments are considered to be healthy, productive and diverse. The
survey questions are based on best practices in measuring organization climate and
culture 1. The survey was tested internally and adjustments made prior to releasing it to
the University community in the first year. Some minor adjustments were made to the
survey for the second and third years, while the bulk of the survey remained the same.

Employees were surveyed during the winters of 2005 and 2006 to collect baseline data
upon which the success of programs in subsequent years can be measured. The survey
was was made available for employees to respond to between November 6 and
December 8, 2008.

The survey was web based and individuals were assured of anonymity and
confidentiality as no information that can identify individual respondents was collected in
the survey. Results of the survey are reported in aggregate form only. Results for
individual units and occupational groups are provided where a sufficient number of
responses are received to ensure confidentiality.

There are three important factors to consider when reviewing the data. First, many
people who fit into the four targeted demographic groups (female, Aboriginal persons,
visible minorities, persons with disabilities) typically choose not to self-identify in surveys.
As a result, the statistics cited for the total population in those categories are likely lower
than the actual rates in the University population, as actual rates are unknown. Second,
the results presented in this report are those of employees who responded to the survey.
Survey respondents were not randomly selected, but self-selected. However, the results
indicate a fairly random distribution. While there was a good survey response rate, it is
not a high enough response rate, in light of self-selection, to reliably generalize all
results to the population as a whole. Also, statistical significance is not the same as
practical significance. While statistically significant differences are noted between
demographic groups, it does not tell you the extent to which these groups have different
experiences at the University; nor the meaning that statistically significant differences
have for individuals in their felt experience. This is particularly true with respect to social
issues. While these notes do not change the results of the survey, they are important
considerations to keep in mind.

Through this survey process and with employee feedback, we have identified some
areas for improvement on the survey tool and process, including the timing. It was
necessary to go through the survey process in order to discover those areas. With a
goal of continuous improvement, this survey will continue to evolve to meet the needs of
the University community, while respecting the need to establish a data base-line for
year to year comparisons of progress.




1
 Sources include the Gallup Organization (Q-12) and Diversity at Work (1996 & 1997) by Trevor
Wilson.
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2008 Employee Opinion Survey Report


Data Analysis
The data was first analyzed to identify how frequently each response was chosen for
each question. The resulting frequencies were then cross-tabulated with the
demographic information to identify how frequently particular responses were given by
different demographic groups. These cross-tabulations resulted in responses per
question separated by each of the demographic identifiers. Separated results for each
question were then tested to determine if there were systematically different responses
based on the demographic identifiers that were statistically significant 2 .

In total, there were 33 questions (with up to five sub-questions each) in the survey
before the demographic information section. The cross-tabulations described above
resulted in numerous tabulated results, which are described in context throughout the
results section of the report.



Staff Feedback
Survey Response Rate
On November 6, 2008, Surinder Saini, Director, Human Resources, sent a memo to all
employees to inform them of the survey and invite them to participate. Nearly two weeks
later, on November 17, 2008, another email was sent out reminding employees of the
survey and the deadline for participation of November 25. This was a shorter timeline
than in previous years (approximately one week shorter), although the participation rate
was very similar to the previous survey.

Within the two and a half week window provided, 1,563 responses were received. .

Results by Survey Sections
The survey was divided into four sections:
       • The Equity/Diversity Quotient
       • Employee Development and Engagement
       • Values/Work Environment/Work Unit Specific
       • Demographics

Results of the data analysis are presented by section, with cross-tabulated results
included where appropriate.

It is interesting to note that throughout the survey, employees were more likely to
respond moderately than strongly (i.e., to “agree” rather than to “strongly agree”, and to
“disagree” more than “strongly disagree”). Responses to the questions were gathered
on a five-point scale of agreement (possible responses were strongly agree, agree,
neutral, disagree, strongly disagree). For each question, the actual responses have

2
  The chi-squared test of independence was used to test these differences for significance. The
significance level used was 0.05, making results reliable with a 95% level of confidence, and a
2.64% confidence interval. It analyzes the results of the cross-tabulations to identify whether the
observed rates were significantly different than the expected rates, or in other words, whether and
to what extent particular subsets of participants responded differently than the “average”
respondent.
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2008 Employee Opinion Survey Report


been summarized in a chart. The text below each chart merges the two agreeing
responses (strongly agree and agree) into ‘agreement’, and the disagreeing responses
(strongly disagree and disagree) into ‘disagreement’ to give a general sense of the level
of support for the issue.

It is important to keep in mind that all comments and discussion below which describe
the frequency of particular groups to respond as described refers to the responding
group.


The Equity/Diversity Quotient
There were six questions in this section which were designed to measure employee
perceptions of fairness or equity, and their perceptions of the extent to which diversity is
appreciated and valued in the workplace.



Question 1       “I am aware of the goals and principles of the University's
                 diversity strategies.”




   •   There were 1,555 responses to this question, for a response rate of 97.2%.
   •   The majority ‘agreed’ or ‘strongly agreed’ that they are aware of the University’s
       diversity strategies (56.9% combined agreement, 53.3% in 2006, 55.3% in 2005),
       while 17.5% ‘disagreed’ or ‘strongly disagreed’.
   •   Fewer respondents were ‘neutral’ this year, resulting in higher levels of
       agreement and disagreement compared to the 2006 Employee Opinion Survey.
   •   Cross-tabulations identified different responses from different sub-groups as
       follows:
       o Male respondents responded more ‘strongly’ than their female counterparts,
            although both combined agreement and combined disagreement rates were
            similar.
       o Agreement increases with age of responding employees, as combined
            agreement for employees under the age of 20 was 19.2% (48.6% in 2006)
            while for those over the age of 60 was 64.5% (64.8% in 2006). In the 2008

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2008 Employee Opinion Survey Report


           survey, the response rate for ‘neutral’ for employees under the age of 20 was
           34.6%, much higher than average rate of 25.7%.
       o   Similarly, agreement levels increase for employee respondents who have
           worked at the University longer.
       o   Combined agreement levels were lower for employee respondents in the
           ‘Operational Support’ (43.5%; 50.6% in 2006), ‘Trades’ (35.7%; 34.5% in
           2006), and ‘Technical’ (49.2%, 44.3% in 2006) occupation categories, and
           highest for ‘Administrators’ at 73.0% (74.5% in 2006).



Question 2      “I have difficulty accepting direction from a supervisor who is
                (check all that apply).”




   •   Responses to this question have varied from survey to survey, most notably in
       the number of respondents; in 2005, only 54 respondents indicated they had
       difficulty accepting direction from a supervisor in one of the above groups, 96
       employees checked one of these boxes in 2006, and only 43 employees did so in
       2008. This is a response rate of 2.8% which is a very positive change from the
       2006 survey.
   •   This question provided participants with an extra option in 2006 and 2008, to
       choose “none of the above”. In 2008, 96.2% reported that they do not have
       difficulty accepting direction from any identified demographic group compared
       with 92.4% in 2006.
   •   The low response rate is a positive result on this question, particularly as the
       response rate is much lower than in the previous survey.
   •   Of the 43 (2.8%) who did report some difficulty, the largest group (0.8%) reported
       difficulty accepting direction from a supervisor who is male. This is a change
       from 2006 where largest group (1.6%) reported difficulty accepting direction from
       a supervisor who is female and 2005 where the largest group (1.8%) reported
       difficulty accepting direction from an Aboriginal person.
   •   In 2008, this was followed by difficulty accepting direction from an Aboriginal
       person at 0.7% and a supervisor who is female at 0.6%.
   •   Because of the small number of respondents to this question, none of the cross-
       tabulations had sufficient numbers to be reliable.
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2008 Employee Opinion Survey Report




Question 3      “I feel the effect of a diverse workforce on the future of the
                University is:”




   •   This question was slightly re-written for the 2006 survey. The previous question
       was “I feel a more diverse workforce would be beneficial to the future of
       the University.”
   •   There were 1,553 responses to this question, for a response rate of 99.4%
       compared to 1539 and 97.3% in 2006.
   •   The majority agreed that a more diverse workforce would be beneficial to the
       future of the University; 76.4% agreed (‘agree’ and ‘strongly agree’ combined) as
       compared to 75.4% combined agreement in 2006 and 63.7% in 2005. There is a
       slight but positive trend toward embracing diversity.
   •   Cross-tabulations with the demographic information showed different responses
       for employees of different ages.
   •   Female respondents more frequently responded ‘highly beneficial’ (58.0%,
       combined ‘highly beneficial’ and ‘somewhat beneficial’ was 81.3% in 2006) than
       their male counterparts whose responses were 44.0% (72.3% combined in 2006)
       beneficial.
   •   Responses differed for members of different occupational groups.
       ‘Administrators’ were more likely to respond ‘somewhat beneficial’ or ‘highly
       beneficial’ (87.6% combined) than were those in ‘Trades” (61.9% combined),
       ‘Technical’ (68.0% combined) or ‘Operational Support’ (66.5% combined).




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2008 Employee Opinion Survey Report




Question 4      “Under-represented groups (women, visible minorities, persons
                with disabilities and Aboriginal people) promoted into 'supervisory'
                positions are treated with respect.”




   •   There were 1,547 responses to this question, for a response rate of 99.0%,
       compared to 1,533 and 97.0% in 2006.
   •   58.7% ‘agreed’ or ‘strongly agreed’ that under-represented groups promoted into
       ‘supervisory’ positions are treated with respect compared to 53% in 2006.
   •   Cross-tabulation with demographic information showed the following:
       o Younger respondents more frequently ‘agreed’ or ‘strongly agreed’ than older
           respondents. The combined rate of agreement declines through the age
           categories from 84.6% for respondents under the age of 20 (74.3% in 2006)
           to 59.0% for respondents over the age of 60 (49.3% in 2006).
       o Response rates varied by type of occupation. The group that most frequently
           ‘agreed’ or ‘strongly agreed’ was the ‘Technical’ respondents at 64.5%
           (53.7% in 2006), followed by ‘Administrative Support’ at 62.4% (54.2% in
           2006), ‘Managerial” at 60.3% (50.0% in 2006), ‘Professional and Specialist’ at
           58.4% (57.3% in 2006), ‘Administrator’ at 58.0% (59.8% in 2006),
           ‘Operational Support’ at 57.8% (44.0% in 2006), ‘Information Technology’ at
           57.3% (61.7% in 2006), ‘Academic/Teaching’ at 55.5% (53.9% in 2006),
           ‘Trades’ at 53.7% (41.4% in 2006)




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2008 Employee Opinion Survey Report




Question 5      “I believe that the following groups have an equal opportunity for
                employment at the U of S (check all that apply).”




   •   There were a range of responses to this question, from 932 to 1250 for response
       rates of 59.6% to 80.0%, higher than 2006 ranges of 891 to 1215 for response
       rates of 56.4% to 76.9%.
   •   As employees were asked to check all that apply, any response indicates some
       level of agreement with the statement.
   •   These results show that 20.0% to 40.4% think there is not equal opportunity
       (varies by group in question). Many differences can be found when the results
       for this question are cross-tabulated with the demographic information:
       o Aboriginal persons have an equal opportunity for employment at the U of S:
                Overall, 68.7% believe that Aboriginal people have an equal opportunity
                for employment at the U of S, compared to 66.0% in 2006.
       o Females have an equal opportunity for employment at the U of S:
                Overall, 80.0% believe that females have an equal opportunity for
                employment at the U of S, compared to 76.9% in 2006.
       o Males have an equal opportunity for employment at the U of S:
                Overall, 78.4% believe that males have an equal opportunity for
                employment at the U of S, compared to 76.7% in 2006.
       o Members of visible minority groups have an equal opportunity for
            employment at the U of S:
                Overall, 75.3% believe that visible minorities have an equal opportunity
                for employment at the U of S, compared with 72.7% in 2006.
       o Persons with disabilities have an equal opportunity for employment at the U
            of S:
                Overall, 59.6% believe that persons with disabilities have an equal
                opportunity for employment at the U of S compared with 56.4% in 2006.




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2008 Employee Opinion Survey Report




Question 6    “The University has done more than it should to provide equitable
              opportunities for (check all that apply).”




   •   As with the previous question, respondents could either agree or not respond to
       this question. The response rate varies for each of the five demographic groups,
       and ranges from 16.8% to 27.1%, compared to 16.1% to 28.2% in 2006.
   •   The highest rate of agreement is seen in response to the statement that the
       University has done more than it should to provide equitable opportunities for
       Aboriginal people at 27.1%. This was the same group with the highest rate of
       response (28.2%) in 2006. Similarly, the lowest level of agreement was
       regarding equitable opportunities for persons with disabilities at 16.8% in2008,
       and 16.1% in 2006.
   •   Most (72.9%) did not respond to this question, indicating that they do not think
       that the University has done more than it should to provide equitable
       opportunities for targeted groups, compared to 71.9% in 2006.
   •   Cross-tabulations with demographic information identified the following significant
       differences in the way people responded:
       o The University has done more than it should to provide equitable
            opportunities for Aboriginal persons:
               Overall, 27.1% responded that the University has done more than it
               should to provide equitable opportunities for Aboriginal persons, 28.2% in
               2006.
       o The University has done more than it should to provide equitable
            opportunities for females:
               Overall, 23.9% responded that the University has done more than it
               should to provide equitable opportunities for females, 22.5% in 2006.
       o The University has done more than it should to provide equitable
            opportunities for males:
               26.3% said that the University has done more than it should to provide
               equitable opportunities for males, 24.2% in 2006.

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2008 Employee Opinion Survey Report


       o   The University has done more than it should to provide equitable
           opportunities for members of visible minority groups:
              22.3% said that the University has done more than it should to provide
              equitable opportunities for members of visible minority groups, virtually
              the same at 22.0% in 2006.
       o   The University has done more than it should to provide equitable
           opportunities for persons with disabilities:
              16.8% said that the University has done more than it should to provide
              equitable opportunities for persons with disabilities, similarly in 2006 at
              16.1%.



Employee Development and Engagement
In this section, there were 19 questions designed to assess perceptions in regard to the
extent to which employees feel appreciated, valued and recognized.



Question 7      “Please identify one or more of the following which may be a
                barrier to you being fully engaged and successful at work.”




   •   There were 2,716 responses to this question (sum of all twelve sub-questions),
       3,007 in 2006. The response rate ranges for each of the sub-questions from
       5.3% to 36.3%, ranges in 2006 were 4.6% to 39.9%.
   •   This question changed slightly from 2005 and ‘work-life balance’ which was
       identified by 40.2% of respondents in the 2005 employee opinion survey was
       removed from the 2006 survey and remained off the list in 2008.
   •   The most frequently noted barrier was ‘work volume’ for 36.3% of respondents.
       This was identified as a barrier by 39.9% in 2006 and 33.5% in 2005.
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2008 Employee Opinion Survey Report


      •   The three next most frequently mentioned issues were between 20% and 30%.
          ‘Conflict in the workplace’ was the second most frequently identified barrier at
          26.1% 25.6% in 2006, 23.6% in 2005), followed by ‘leadership’ for 25.1% (25.4%
          in 2006, 23.4% in 2005) and ‘workplace relationships’ for 22.3% (22.8% in 2006,
          22.1% in 2005).
      •   The remaining issues were reported by fewer than 20% in all three survey years.
      •   ‘Daycare’ was identified for 11.1% overall (10.8% in 2006, 10.7% in 2005).
      •   ‘Family Care’ was reported as an issue for 9.6% (10.0% in 2006, 10.2% in 2005)
      •   ‘Work Volume’ was reported by 36.3% overall, compared to 39.9% in the 2006
          employee opinion survey and 33.5% in 2005.
      •   ‘Elder Care’ was reported as a barrier by 6.4% of respondents compared to 6.9%
          in the 2006 survey and 8.1% in the 2005 survey.
      •   ‘Workplace Relationships’ were identified for 22.3% of respondents (22.8% in
          2006 and 22.1% in 2005).
      •   ‘Conflict in the Workplace’ was reported by 26.1% of respondents (25.6% in
          2006, 23.6% in 2005).
      •   ‘Ability to Cope with Change’ was identified by 5.3% of respondents (4.6% in
          2006, 5.3% in 2005).
      •   ‘Personal Resiliency’ was reported by 6.7% of respondents (5.4% in 2006, 5.2%
          in 2005).
      •   ‘Family Issues’ were reported by12.7% of respondents (12.1% in 2006, 11.1% in
          2005).
      •   ‘Health Issues’ were reported by 12.1% of respondents (13.7% in both 2006 and
          2005).
      •   ‘Leadership’ was reported as a barrier by 25.1% of respondents (25.4% in 2006
          and 23.4% in 2005).

Question 8: Other Barriers
Respondents were asked to identify any other barriers to being fully engaged and
successful at work 3 . There were 371 open ended comments.




3
    While this was part of question 7, technical requirements made this question number 8.
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2008 Employee Opinion Survey Report




Question 9      “Getting ahead in this organization is based on who you know.”




   •   There were 1,555 responses to this question for a response rate of 99.5%,
       compared to 1, 530 or 96.8% in 2006.
   •   Most (59.1% combined agreement; 53.0% in 2006 and 56.9% in 2005) agreed
       that getting ahead in this organization is based on who you know. The rate of
       ‘agreement’ is higher than in previous years’ survey results.
   •   More were ‘neutral’ on this question than ’disagreed’.
   •   Only 13.5% ‘disagreed’ or ‘strongly disagreed’ (combined) compared with 18.7%
       in 2006.
   •   Cross tabulations show lower levels of agreement at the beginning and end of
       the service length scale. Employees who have worked for the University for less
       than one year showed combined ‘agreement’ at a rate of 51.6%, and similarly,
       54.8% of employees over 20 years of service ‘agreed’. Employees between one
       and twenty years of service ‘agreed’ at similar rates, ranging from 60.9% to
       62.3%.
   •   Responses vary by type of occupation performed by an employee. Notably,
       nearly every group shows a higher level of combined ‘agreement’ than in the
       2006 survey. Responses in descending order of agreement are:
           o ‘Technical’: 64.8%; 60.2% in 2006
           o ‘Information Technology’: 62.9%; 58.0% in 2006
           o ‘Operational Support’: 61.9%; 70.2% in 2006
           o ‘Academic/Teaching’: 61.8%; 53.9% in 2006
           o ‘Administrative Support’: 59.7%; 56.5% in 2006
           o ‘Managerial’: 57.0%; 51.5% in 2006
           o ‘Professional and Specialist’: 56.6%; 53.9% in 2006
           o ‘Trades’: 53.7%; 48.3% in 2006
           o ‘Administrator’ 46.1%; 35.0% in 2006




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2008 Employee Opinion Survey Report




Question 10     “I feel I am recognized for a job well done.”




   •   There were 1,555 responses to this question for a response rate of 99.5% (1,531
       or 96.8% in 2006).
   •   The largest group ‘agreed’ (44.4%; 40.9% in 2006; 45.1% in 2005) that they feel
       recognized for a job well done.
   •   In total, 54.5% were in agreement (combined ‘agree’ and ‘strongly agree’),
       compared to 51.2% in 2006 and 55.8% in 2005.
   •   Female respondents ‘agreed’ more frequently (58.1%) than their male
       counterparts (48.3%).
   •   Respondents ‘agreed’ more frequently in the low age group and the high age
       group. 73.1% of respondents below the age of 20 ‘agreed’ (combined); 64.5% of
       respondents over the age of 60 ‘agreed’ (combined), while respondents between
       those age categories ranged between 49.4% and 54.5%.
   •   Respondents who have worked for the University for less than 1 year agreed
       most frequently (64.1% combined ‘agreement’). Beyond year, the ‘agreement’
       level drops to 55.2% and levels off to 49.6% for employees with more than 11
       years of service.
   •   ‘Agreement’ levels are lowest for ‘Trades’ at 36.6% and highest for
       ‘Administrators” at 67.4%.




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Question 11     “I have the chance to get a better job at the University based on
                my skills.”




   •   There were 1,553 responses to this question for a response rate of 99.4%,
       compared with 1,523 and a response rate of 96.3% in 2006.
   •   Nearly as many respondents were ‘neutral’ (32.7%; 32.6% in 2006) that they
       have the chance to get a better job at the University based on their skills as
       ‘agreed’ (35.2%; 30.6% in 2006).
   •   In total, combined agreement was 42.6%, higher than in previous years (38.3%
       in 2006 and 39.9% in 2005).
   •   Female respondents more frequently ‘agreed’ (45.5% combined) than male
       respondents (37.5% combined).
   •   ‘Agreement’ decreases with age, from 50.0% for employee respondents under
       the age of 20, to 32.8% for employees over the age of 60.
   •   A similar trend occurred based on length of service from 53.0% combined
       ‘agreement’ for employees in their first year of service to 27.4% for employee
       respondents with more than 20 years of service.
   •   Level of agreement varied by type of occupation performed by the respondent
       with a 53.4% combined ‘agreement’ level for ‘Administrative Support’ (41.6% in
       2006) to 28.0% ‘agreement’ for ‘Operational Support’ (34.5% in 2006).




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2008 Employee Opinion Survey Report




Question 12    “I expected to make more progress in my job than I have up until
               now.”




   •   There were 1,547 responses to this question for a response rate of 99.0%,
       compared with 1,521 or 96.2% in 2006.
   •   As with the previous year, the response rates for ‘neutral’ and ‘agree’ were
       similar. In all three years, nearly as many respondents were ‘neutral’ (30.8%,
       29.9% in 2006) about expectations they had of their progress than were in
       agreement (38.7% combined ‘agree’ and ‘strongly agree’, 35.9% in 2006, 38.0%
       in 2005). Overall agreement was up slightly from the previous year.
   •   Employees expressed concern about their advancement most between the ages
       of 30 and 59 (45.8% combined ‘agree’/’strongly agree’ and nearly 40.0% in
       2006).
   •   Similarly, the concern is greatest for employees between 1 and 10 years of
       working at the University, where combined agreement is around 40.0%.




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2008 Employee Opinion Survey Report




Question 13     “I know what is expected of me at work.”




   •   There were 1,553 responses to this question for a response rate of 99.4%,
       compared with 1,524 and 96.4% in 2006.
   •   Most respondents indicated that they know what is expected of them at work as
       55.1% agreed (54.2% in 2006, and 57.4% in 2005) and total agreement
       (combined ‘agree’ and ‘strongly agree’) was 79.4% (75.1% in 2006, and 75.8% in
       2005).
   •   There were no significant results from the cross-tabulations for this question.



Question 14     “I have the materials, equipment, information and/or resources I
                need to do my work well.”




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2008 Employee Opinion Survey Report


   •   There were 1,553 responses to this question for a response rate of 99.4%,
       compared to 1, 528 and 96.6% in 2006.
   •   60.0% of respondents ‘agreed’ (combined ‘agree’ and ‘strongly agree’) that they
       have the materials, equipment information and/or resources they need to do their
       work well, (55.6% in 2006, and 57.4% in 2005).
   •   Younger employees more frequently agreed than older employees, combined
       ‘agreement’ was greatest at 73.1% for those under 20.
   •   Similarly, respondents who have worked at the University for less than1 year
       ‘agreed’ most frequently at 64.7% (combined ‘agree’ and ‘strongly agree’).
   •   Responses vary by type of occupation performed by the respondent. The
       highest level of ‘agreement’ was for ‘Administrative Support’ at 73.9% combined
       ‘agreement’ (67.3% in 2006), and the lowest was 50.9% for ‘Academic/Teaching’
       (48.5% in 2006).



Question 15     “I get a real sense of achievement from my work.”




   •   There were 1,554 responses to this question for a response rate of 99.4%,
       compared to 1,525 and 96.5% in 2006.
   •   68.5% (combined) agree that they get a real sense of achievement from their
       work (64.8% in 2006 and 68.0% in 2005).
   •   In all three years, fewer disagreed (12.9% combined, 12.6% in 2006 and 12.8%
       in 2005) than were ‘neutral’ (18.6% in 2008, 19.0% in 2006, 19.2% in 2005).
   •   Respondents more frequently report a sense of achievement from their work as
       they get older, with combined ‘agreement’ increasing from 69.2% (58.8% in
       2006) for those under the age of 20 to 82.0% 84.5% in 2006) for those over the
       age of 60.
   •   Responses vary by type of occupation, with the highest rate of ‘agreement’ at
       77.8% for ‘Academic/Teaching’ (71.5% in 2006) and 48.8% for ‘Trades’ (72.4% in
       2006).



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2008 Employee Opinion Survey Report



Question 16    “At work, I have the opportunity to do what I do best every day.”




   •   There were 1,555 responses to this question for a response rate of 99.5%
       compared with 1,524 and 96.4% in 2006.
   •   56.1% agreed that they have the opportunity at work to do what they do best
       every day (combined ‘agree’ and ‘strongly agree’, 49.9%in 2006 and 47.8% in
       2005).
   •   ‘Agreement’ was highest for responding employees between the ages of 50 and
       59 at 64.8% and lowest for employees between the ages of 20 and 29 at 47.9%.
   •   ‘Agreement’ levels also varied by occupation type, with the highest level of
       ‘agreement’ for ‘Managerial’ employees at 65.3% and the lowest level for
       ‘Operational Support’ employees at 45.2%.




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2008 Employee Opinion Survey Report




Question 17     “In the last seven days, I have received recognition or praise for
                doing good work.”




   •   There were 1,552 responses to this question for a response rate of 99.3%,
       compared with 1,521 and 96.2% in 2006.
   •   In 2008, more respondents ‘agreed’ (45.8% combined) than ‘disagreed’ (37.8%
       combined). In the previous surveys, nearly as many ‘disagreed’ as ‘agreed’ that
       they had received recent recognition or praise for good work; total disagreement
       was 39.2% in 2006 and 41.1% in 2005, and total agreement was 41.2% in 2006
       and 42.6% in 2005.
   •   Responding employees report having received recognition or praise less with
       increased lengths of service. The highest rate of ‘agreement’ was for employees
       in their first year of service at 53.6%, declining to about 40.0% ‘agreement’ by the
       6 to 10 year and remaining at that level through the remaining categories.
   •   ‘Agreement’ rates were highest for ‘Administrators’ at 58.0% (42.2% in 2006) and
       lowest for ‘Trades’ at 24.4% (20.7% in 2006) combined ‘agree’ and ‘strongly
       agree’).




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2008 Employee Opinion Survey Report




Question 18     “My supervisor, or someone at work, seems to care about me as
                a person.”




   •   There were 1,553 responses to this question for a response rate of 99.4%
       compared with 1,522 for a response rate of 96.3% in 2006.
   •   A strong majority of respondents ‘agreed’ or ‘strongly agreed’ that someone at
       work seems to care about them as a person (77.5% combined compared to
       69.3% in 2006 and 72.9% in 2005).
   •   Females more frequently ‘agreed’ or ‘strongly agreed’ that their supervisor or
       someone at work seems to care about them (79.6% combined in 2008, 76.1% in
       2006) than males (73.8% combined in 2008, 66.8% in 2006).
   •   ‘Agreement’ rates vary by type of occupation, with the highest levels of
       ‘agreement’ for ‘Administrative Support’ staff at 86.6% (79.0% in 2006) and the
       lowest levels at 65.0% for ‘Trades’ (67.9% in 2006).




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2008 Employee Opinion Survey Report




Question 19     “There is someone at work who encourages my development.”




   •   There were 1,552 responses to this question for a response rate of 99.3%
       compared to 1,528 responses and a response rate of 96.6% in 2006.
   •   Overall, 65.0% ‘agreed’ or ‘strongly agreed’ that someone at work encourages
       their development (57.1% in 2006 and 60.3% in 2005).
   •   Females reported receiving encouragement more frequently than males did
       (67.4% in 2008, 62.4% in 2006 and 62.2% in 2005 combined compared to the
       level of agreement for their male counterparts at 60.8% (54.9% in 2006 and
       58.1% in 2005 combined).
   •   ‘Agreement’ levels decline with age, with responding employees under the age of
       20 reporting the highest levels of ‘agreement’ about development being
       encouraged at 76.9% (69.6% in 2006 and 72.1% in 2005), decreasing across the
       age categories to 51.6% for employees over the age of 60 (38.0% in 2006).
   •   Similarly, the highest level of agreement was for those who have worked at the
       University less than one year at 73.2%.
   •   Responses vary by occupation of the respondent with ‘Administrators’ reporting
       the highest levels of ‘agreement’ that their development is encouraged, at 74.7%
       combined ‘agreement’ (56.9% in 2006), and responding employees in ‘Trades’
       reporting the lowest levels of ‘agreement’ at 53.3% (57.1% in 2006).




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2008 Employee Opinion Survey Report




Question 20     “My opinions seem to count.”




   •   There were 1,552 responses to this question for a response rate of 99.3%,
       compared with 1,527 and 96.6% in 2006.
   •   Overall, agreement was higher in 2008 as 64.1% ‘agreed’ or ‘strongly agreed’
       that their opinions seem to count (56.7% in 2006 and 60.3% in 2005).
   •   ‘Agreement’ that one’s opinions count declined with length of service, with the
       highest level of ‘agreement’ for employees in their first year of service at 70.5%,
       declining to 55.5% for employees who have been with the University for more
       than 20 years.
   •   Responses also vary for different occupation categories with responding
       ‘Administrators’ showing the highest level of ‘agreement’ at 80.5% (76.5% in
       2006) and ‘Operational Support’ employees showing the lowest level of
       ‘agreement’ at 47.0% (up from 29.8% in 2006).




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2008 Employee Opinion Survey Report




Question 21     “The purpose of the University and/or my work unit makes me feel
                my job is important.”




   •   There were 1,553 responses to this question for a response rate of 99.4%,
       compared to 1,524 and 96.4% in 2006.
   •   A majority ‘agreed’ or ‘strongly agreed’ (65.6% combined 60.2% in 2006 and
       60.4% in 2005) that the purpose of the University and/or their work unit makes
       them feel their job is important.
   •   Older responding employees tended to ‘agree’ more frequently (72.6%
       combined, 67.6% in 2006) that the purpose of the University and/or their work
       unit makes them feel their job is important.
   •   Responses also varied by type of occupation with responding ‘Administrators’
       ‘agreeing’ more frequently (85.1%, 86.3% in 2006) and ‘Operational Support’
       staff ‘agreeing’ less frequently at 48.8% (35.7% in 2006).




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2008 Employee Opinion Survey Report




Question 22     “My co-workers are committed to doing quality work.”




   •   There were 1,548 responses to this question for a response rate of 99.0%,
       compared to 1,526 responses and a response rate of 96.5% in 2006.
   •   A large majority of respondents ‘agree’ that their co-workers are committed to
       doing quality work, with 74.3% of respondents who ‘agree’ or ‘strongly agree’
       (69.9% in 2006 and 75.2% in 2005).
   •   Fewer ‘disagreed’ or ‘strongly disagreed’ (9.3% in 2008, 10.9% in 2006 and
       10.5% in 2005) than were ‘neutral’ (16.4% in 2008, 15.8% in 2006 and 14.2% in
       2005) on this question.
   •   Responses by occupation type varied with the highest levels of ‘agreement’ from
       ‘Administrator’ employees at 84.9% (84.3% in 2006) and the lowest level of
       ‘agreement’ from responding ‘Operational Support’ employees at 56.5% (up from
       47.1% in 2006).




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2008 Employee Opinion Survey Report




Question 23     “I have a best friend or close colleague at work.”




   •   There were 1,551 responses to this question for a response rate of 99.2%
       (compared with 1,530 responses for a response rate of 96.5% in 2006).
   •   55.1% ‘agreed’ or ‘strongly agreed’ that they have a best friend or close
       colleague at work (52.9% in 2006 and 55.5% in 2005).
   •   Female respondents more frequently ‘agreed’ than male respondents (58.5%
       combined in 2008, 58.2% in 2006) compared to their male counterparts at 49.1%
       combined ‘agreement’ (49.3% in 2006).
   •   In all three survey years, the general trend on this question was increased
       ‘agreement’ over time, with those with under five years of service with the lowest
       level of ‘agreement’ (39.0% combined, 49.1% in 2006, 40.4% in 2005). There
       was little different in the rate of agreement between respondents beyond six
       years of service (rates range from 62.0% to 64.8%).
   •   Responses did vary for respondents performing different types of work at the
       University with responding ‘Administrative Support’ staff showing the highest
       level of ‘agreement’ at 60.8% (virtually unchanged from 60.5% in 2006) and
       those in ‘Information Technology’ showing the lowest levels of combined
       ‘agreement’ at 36.1% (down from 46.9% in 2006).




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2008 Employee Opinion Survey Report




Question 24     “In the last six months, someone at work has talked to me about
                my progress.”




   •   There were 1,553 responses to this question for a response rate of 99.4%. (In
       2006 there were 1,525 responses for a response rate of 96.5%).
   •   55.1% ‘agreed’ or ‘strongly agreed’ that someone at work had talked to them
       about their performance in the last six months (50.6% in 2006, 54.9% in 2005).
   •   Respondents between the ages of 40 and 49 report discussions about progress
       at 57.7%, while employees outside of that range agree less frequently, with the
       lowest level of agreement occurring from respondents more than 60 years old at
       45.9% (up from 29.6% in 2006).
   •   Responding employees with one to five years of service ‘agreed’ most frequently
       at 61.7%, while those with more than 20 years of service ‘agreed’ least frequently
       at 44.8% combined.
   •   Responses vary by type of occupation performed by the respondent with
       ‘Managerial’ staff responding with the highest level of ‘agreement’ about
       participating in recent performance management conversations at 71.7% (63.1%
       in 2006) and those in ‘Trades’ agreeing’ least frequently at 31.7% (up from 17.2%
       in 2006)




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2008 Employee Opinion Survey Report




Question 25     “This last year, I had opportunities at work to learn and grow.”




   •   There were 1,553 responses to this question for a response rate of 99.4% (1,526
       and 96.5% in 2006).
   •   69.1% ‘agreed’ or ‘strongly agreed’ that they had opportunities at work to learn
       and grow in the prior year (65.6% in 2006, 69.3% in 2005).
   •   Responding employees who have worked at the U of S for one to five years
       ‘agreed’ most frequently at 76.2% (72.4% in 2006) and those with more than 20
       years of service reported the lowest level of ‘agreement’ with workplace learning
       opportunities at 60.3%.
   •   Rates of agreement varied for respondents from different occupation categories
       with ‘Administrators’ reporting the highest level of combined ‘agreement’ that they
       have opportunities at work to learn and grow, at 80.9% (77.5% in 2006), while
       responding employees in the ‘Trades’ occupation ‘agreed’ least frequently at
       46.3% (48.3% in 2006)




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2008 Employee Opinion Survey Report




Values/Work Environment/Work Unit Specific
In this section, there were eight questions designed to assess perceptions of workplace
culture at the work unit level.



Question 26     “We are honest, supportive and sensitive in our communications.”




   •   There were 1,554 responses to this question for a response rate of 99.4%. (In
       2006 there were 1,524 responses for a response rate of 96.4%).
   •   65.2% ‘agreed’ or ‘strongly agreed’ that we are honest, supportive and sensitive
       in our communications (57.6% in 2006, 57.5% in 2005).
   •   Younger employees most frequently ‘agreed’ (74.5% for those under 20
       compared to 80.0% in 2006).
   •   Responses also varied by type of occupation with responding employees in the
       ‘Administrator’ role ‘agreeing’ most frequently at 83.1% (up from 74.5% in 2006),
       and 47.5% combined ‘agreement’ from those in ‘Trades’ roles (44.8% in 2006).




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2008 Employee Opinion Survey Report




Question 27    “We respect and value individual and cultural differences.”




   •   There were 1,552 responses to this question for a response rate of 99.3%,
       compared with 2006 where 1,523 respondents answered this question for a
       response rate of 96.3%.
   •   More respondents ‘agreed’ or ‘strongly agreed’ that we respect and value
       individual and cultural differences than in previous years (76.3% in 2008
       compared with 69.0% in 2006 and 70.8% in 2005).
   •   Level of ‘agreement’ generally declines with employee age, with the highest
       levels of combined ‘agreement’ for responding employees under the age of 20 at
       96.2%.
   •   Similarly, employees with less than one year of service reported the highest
       levels of combined ‘agreement’ at 84.9%.
   •   ‘Agreement’ also varies by responding employees in different types of
       occupations at the U of S, with the highest levels of combined agreement noted
       for ‘Administrative Support’ staff at 84.0% (up from 78.5% in 2006) and the
       lowest level for staff in ‘Trades’ at 65.9% (62.1% in 2006)




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2008 Employee Opinion Survey Report




Question 28     “We support innovation, creativity and risk-taking.”




   •   There were 1,550 responses to this question for a response rate of 99.2% (1,530
       and 96.8% in 2006).
   •   More respondents ‘agreed’ or ‘strongly agreed’ in 2008 than in previous years. In
       2008 58.1% ‘agreed’ (combined) while in 2006, half of all respondents (50.2%)
       ‘agreed’ or ‘strongly agreed’ that we support innovation, creativity and risk-taking
       (49.0% in 2005).
   •   In all survey years, more were ‘neutral’ (22.6% in 2008, 26.0% in 2006, and
       28.2% in 2005) on this question than ‘disagreed’ (19.4% combined in 2008,
       20.6% in 2006, 22.8% in 2005).
   •   Female respondents more frequently ‘agreed’ that we support innovation,
       creativity and risk-taking (61.2%) than their male counterparts (52.6%).
   •   Levels of ‘agreement’ varied by the occupation type of the responding employee.
       Those in ‘Managerial’ roles reported the highest levels of combined ‘agreement’
       at 68.6% (up from 55.2% in 2006), while those in ‘Trades’ roles showed the
       lowest levels of combined ‘agreement’ at 41.5% (up from 27.6% in 2006).




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2008 Employee Opinion Survey Report




Question 29     “We learn from our failures.”




   •   There were 1,550 responses to this question for a response rate of 99.2%,
       compared with1,525 responses for a response rate of 96.5% in 2006.
   •   Overall, 67.3% ‘agree’ or ‘strongly agree’ that we learn from our failures (60.0%
       in 2006, 62.6% in 2005).
   •   In all survey years, more were ‘neutral’ (17.9% in 2008, 18.9% in 2006, 19.5% in
       2005) on this question than ‘disagreed’ (14.8% combined in 2008, 17.6% in
       2006, 17.9% in 2005).
   •   Female employees more frequently ‘agreed’ (71.9% combined in 2008, 65.6% in
       2006, 66.5% in 2005) than males (59.3% combined in 2008, 57.6% in 2006,
       56.2% in 2005).
   •   Employees under the age of 20 responded in ‘agreement’ more than those in
       other age categories (80.8% combined in 2008, 80.0% in 2006). Those over the
       age of 60 agreed least frequently at 59.7% combined agreement.
   •   Similarly, responding employees with less than one year of service at the U of S
       ‘agreed’ that we learn from our failures at 77.9%, more frequently than
       employees with more years of service (approximately 65.0% for all other
       categories).
   •   Responses by occupational type varied with employees in ‘Administrator’ roles
       ‘agreeing’ most frequently at 79.8% (76.0% in 2006), and those in
       ‘Academic/Teaching’ roles ‘agreeing’ least frequently at55.4% (50.3% in 2006).




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2008 Employee Opinion Survey Report



Question 30     “We celebrate our successes.”




   •   There were 1,546 responses to this question for a response rate of 98.9% (1,522
       and 96.3% in 2006).
   •   Agreement rates climbed from 2006 levels to be similar to those in the 2005
       survey. Agreement rates (‘agree’ and ‘strongly agree’ combined) were 63.6% in
       2008, 58.9% in 2006, and 63.0% in 2005.
   •   In all survey years, more were ‘neutral’ (22.5% in 2008, 23.7% in 2006 and
       23.0% in 2005) on this question than ‘disagreed’ (13.9% combined in 2008,
       13.7% in 2006, 14.0% in 2005).
   •   Female employees responded that we celebrate our successes more frequently
       (66.1% combined) than their male counterparts (59.3%).
   •   Respondents between the ages of 20 and 29 ‘agreed’ most frequently (75.2%
       combined ‘agree’ and ‘strongly agree’).
   •   Employees who have worked at the University for less than 1 year ‘agreed’ most
       frequently (72.3% combined).
   •   Responses by occupation type varied with those in ‘Administrator’ roles
       ‘agreeing’ most frequently at 70.8% (up from 71.0% in 2006), and those in
       ‘Operational Support’ roles ‘agreeing’ least frequently at 57.8% (up from 47.6% in
       2006).




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2008 Employee Opinion Survey Report




Question 31     “We are fair and forthright in our dealings.”




   •   There were 1,518 responses to this question for a response rate of 96.0%.
   •   In every survey year, the majority (61.1%) ‘agree’ or ‘strongly agree’ that we are
       fair and forthright in our dealings (55.6% in 2006 and 54.4% in 2005).
   •   ‘Agreement’ generally decreased from younger to older employees. Responding
       employees under the age of 20 more frequently ‘agreed’ that we are fair and
       forthright in our dealings (84.6% combined in 2008, up from 77.1% in 2006) than
       responding employees over the age of 60 (50.8% combined ‘agreement’).
   •   Similarly, those with less than one year of service agreed most frequently at
       75.4%.
   •   Responses also varied by type of occupation performed by the respondent with
       ‘Administrators’ responding with the highest levels of agreement at 77.5% (75.2%
       in 2006) and those in ‘Operational Support’ roles with the lowest levels of
       combined ‘agreement at 51.5% (50.0% in 2006).




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2008 Employee Opinion Survey Report




Question 32     “We confront problems and issues openly and directly.”




   •   There were 1,547 responses to this question for a response rate of 99.0%
       (compared with 1,521 and 96.2% in 2006).
   •   Nearly half of respondents (46.4%) ‘agreed’ or ‘strongly agreed’ that we confront
       problems and issues openly and directly (up from 38.9% in 2006, 41.8% in
       2005).
   •   Respondents under the age of 20 were most likely to ‘agree’ (76.9% combined
       ‘agree’ and ‘strongly agree’, up from 68.6% in 2006).
   •   In all three survey years, 40 to 49 year olds ‘agreed’ least frequently (39.6%
       combined in 2008, 35.3% in 2006, and 37.5% in 2005).
   •   Those with less than one year of service agreed most frequently (61.4%
       combined).
   •   Responses by type of occupation varied with those in ‘Administrator’ roles
       ‘agreeing’ that we confront problems openly and directly most frequently at
       55.1% (50.0% in 2006), and responding employees in ‘Technical’ jobs ‘agreeing’
       least frequently at 39.3% (39.5% in 2006).




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2008 Employee Opinion Survey Report




Question 33     “We cultivate an environment of collegiality and trust.”




   •   There were 1,547 responses to this question for a response rate of 99.0%
       (compared to 1,517 responses for a response rate of 96.0% in 2006).
   •   More than half of respondents ‘agreed’ or ‘strongly agreed’ that we cultivate an
       environment of collegiality and trust (53.3% combined compared with 46.2% in
       2006 and 47.5% in 2005).
   •   Generally agreement declined with increased age, with 84.6% (71.4% in 2006) of
       respondents under 20 agreeing, and 54.8% (45.1% in 2006) of those over 60
       agreeing.
   •   Similarly, respondents who have worked at the University for less than one year
       agreed most frequently at 65.9%, compared to those with more than 20 years of
       service with 47.3% combined ‘agreement’.
   •   Highest levels of agreement were seen for responding employees in
       ‘Administrator’ roles (68.5%) and least for those in ‘Trades’ positions (46.3%).




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2008 Employee Opinion Survey Report




Demographics
In this section, there were five questions (six questions in 2006, five questions in 2005)
designed to identify and describe the respondent group. The cross-tabulations for the
data in this section were presented above with the survey questions.



Question 34      Demographics – Gender




   •   There were 1,559 responses to this question for a response rate of 99.8%
       (compared to 1,521 and 96.2% in 2006).
   •   The majority (63.2% in 2008, 58.6% in 2006, 63.3% in 2005) of respondents to
       this survey were female, as in the previous survey years.
   •   The demographic information for the entire University staff population at the time
       of survey is unavailable, therefore a comparison cannot be made between
       participation rates on the survey and the aggregate employee group.
   •   In the 2005 survey, the University’s female population was over-represented
       (population was 51% female, sample was 58.6%).




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2008 Employee Opinion Survey Report




Question 35     Demographics – Age Group




   •   There were 1,559 responses to this question for a response rate of 99.7%. In
       2006 there were 1,522 respondents for a response rate on this question of
       96.3%.
   •   There was a new category added in the 2006 survey: ‘less than 20’.
   •   In both 2006 and 2008, the largest group of respondents was the 40 to 49 age
       group (28.7% in 2008, 27.5% in 2006). In 2005, 20 to 29 year olds were the
       most frequent respondents.



Question 36     Demographics – Length of Employment




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2008 Employee Opinion Survey Report



    •   There were 1,550 responses to this question for a response rate of 99.2%
        (compared to 1,512 and 95.6% in 2006).
    •   In 2008, the largest group of respondents had worked at the University for one to
        five years (33.6%), followed by those between 11 and 20 years of service
        (17.7%), then 6 to 10 (17.2%), under one year (16.1%) and the lowest group of
        respondents was over 20 years of service (15.5%). With the exception of those
        between one and five years of service, this year’s respondents were relatively
        evenly distributed compared to previous years.
    •   In 2006, the largest group of respondents had worked for the University for less
        than one year (44.1%), followed by those between 1 and 5 years (16.8%, this
        was the largest group of respondents in 2005 at 33.2%), then by those with more
        than 20 years service (16.1%), then 11 to 29 years (9.6%), and finally those
        between 6 and 10 years at the University (9.0%).



Question 37      Demographics – Type of Occupation




v



    •   This was a new category in the 2006 survey.
    •   There were 1,559 responses to this question for a response rate of 99.7%
        (compared with 1,512 and 95.6% in 2006).
    •   There were fewer respondents in the occupational categories of ‘Administrators’,
        ‘administrative support’, ‘academic/teaching’, but more in ‘information
        technology’, ‘managerial’, ‘operational support’, ‘professional and specialist’ and
        ‘trades’.




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2008 Employee Opinion Survey Report




Question 38 – Demographics – Work Unit

   •   Responding employees were asked to identify to which work unit they belong.
       There were 1,559 responses to this question for a response rate of 99.7%
       (compared to 1,508 respondents for a response rate of 95.4% in 2006). The full
       list of work units provided to respondents is included in the Appendices.



Question 39 asked respondents to provide general comments. There were 395
comments submitted.




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2008 Employee Opinion Survey Report



                                                                      Appendix One

                                Survey Questions

Welcome to our survey. Your opinion is critical to the development of programs and
services, to establish healthy, productive and diverse work environments. Your
responses are completely confidential and will be reported in summary form only. This
survey will be open until Monday, June 13th, 2005.

Scale:
   Strongly          Disagree           Neutral             Agree          Strongly Agree
   Disagree



The Equity/Diversity Quotient

These questions measure employee perceptions of fairness or equity, and whether or
not diversity is appreciated and valued in the workplace.

   1.     I am aware of the goals and principles of the University’s diversity strategies.
   2.     I have difficulty accepting direction from a supervisor who is
              A Person with a disability
              An Aboriginal person
              A Female
              A Male
              A Person from a visible minority group
              I do not have difficulty accepting direction from any supervisor
   3.     I feel the effect of a diverse workforce on the future of the University is:
              Highly Detrimental
              Somewhat Detrimental
              Neutral
              Somewhat Beneficial
              Highly Beneficial
   4.     Under-represented groups (women, visible minorities, persons with
          disabilities and Aboriginal people) promoted into “supervisory” positions are
          treated with respect.
   5.     I believe that the following groups have an equal opportunity for employment
          at the U of S:
              An Aboriginal person
              A Female
              A Male
              A Person from a visible minority group
              A Person with a disability
   6.     The University has done more than it should to provide equitable
          opportunities for:
              An Aboriginal person
              A Female
              A Male

                                                                             Appendices p I
2008 Employee Opinion Survey Report


              A Person from a visible minority group
              A Person with a disability


Employee Development and Engagement

These questions are designed to measure perceptions in regard whether employees feel
appreciated, valued and recognized.

   7.     Please identify one or more of the following which may be a barrier to you
          being fully engaged and successful at work:
              Daycare
              Family care
              Work Volume
              Elder Care
              Workplace relationships
              Conflict in the workplace
              Ability to Cope with Change
              Personal Resiliency
              Family Issues
              Health Issues
              Leadership
              Other

   8.     If you indicated that there are other barriers to your being fully engaged and
          successful at work. Please specify.
   9.     Getting ahead in this organization is based on who you know.
   10.    I feel I am recognized for a job well done.
   11.    I have the chance to get a better job at the University based on my skills.
   12.    I expected to make more progress in my job than I have up until now.
   13.    I know what is expected of me at work.
   14.    I have the materials, equipment, information and/or resources I need to do
          my work well.
   15.    I get a real sense of achievement from my work.
   16.    At work, I have the opportunity to do what I do best every day.
   17.    In the last seven days, I have received recognition or praise for doing good
          work.
   18.    My supervisor, or someone at work, seems to care about me as a person.
   19.    There is someone at work who encourages my development.
   20.    My opinions seem to count.
   21.    The purpose of the University and/or my work unit makes me feel my job is
          important.
   22.    My co-workers are committed to doing quality work.
   23.    I have a best friend or close colleague at work.
   24.    In the last six months, someone at work has talked to me about my progress.
   25.    This last year, I had opportunities at work to learn and grow.




                                                                          Appendices p II
2008 Employee Opinion Survey Report


Values / Work Environment / Work Unit Specific

These questions are designed to measure workplace culture. Please consider your
individual work unit when responding to the following questions:

   26.    We are honest, supportive and sensitive in our communications.
   27.    We respect and value individual and cultural differences.
   28.    We support innovation, creativity and risk-taking.
   29.    We learn from our failures.
   30.    We celebrate our successes.
   31.    We are fair and forthright in our dealings.
   32.    We confront problems and issues openly and directly.
   33.    We cultivate an environment of collegiality and trust.


Demographics

   34.    Gender
            Female
            Male

   35.    Age
           Less than 20
           20 to 29
           30 to 39
           40 to 49
           50 to 59
           60 or over

   36.    Length of employment
            Under 1 year
            1 to 5 years
            6 to 10 years
            11 to 20 years
            more than 20 years

   37.    What type of occupation (select the one which best represents the type of
          work you perform most of the time)
           Administrator
           Administrative Support
           Academic/Teaching
           Information Technology
           Managerial
           Operational Support
           Professional and Specialist
           Trades
           Technical

   38.    From the list below, please check one group that best describes where you
          work. (See Appendix Two)
   39.    General Comments:

                                                                        Appendices p III
2008 Employee Opinion Survey Report



                                                                            Appendix Two

                 List of Work Units Provided to Respondents

Advancement (includes Office of the Vice-President Advancement; Alumni;
   Communications; Development)
College of Agriculture and Bioresources
College of Arts and Science (Humanities)
College of Arts and Science (Sciences)
College of Arts and Science (Psychology Geography Anthropology and Archaeology)
College of Arts and Science (Economics Native Studies Political Studies and Sociology)
College of Arts and Science (Other)
College of Commerce 4
College of Dentistry
College of Education
College of Engineering
College of Graduate Studies and Research
College of Kinesiology
College of Law
College of Medicine
College of Nursing
College of Pharmacy and Nutrition
Consumer Services
Continuing and Distance Education (including Centre for Second Language Instruction;
   Professional Development and Continuing Education; Instructional Design)
Division of Media and Technology 5
Facilities Management Division
Financial Services Division
Human Resources
Information Technology Services Division
Libraries
Office of the Provost and Vice-President Academic (including Aboriginal Initiatives;
   Integrated Planning; Institutional Analysis; School of Public Health; School of
   Environment and Sustainability; Diefenbaker Centre)
   Office of the Vice-President (Finance and Resources) (including Corporate
   Administration and Campus Safety)
Office of the Vice-President (Information and Communications Technology)
Office of the Vice-President (Research)
Office of the President (including University Secretaries Office and Audit Services)
Student and Enrolment Services (including Office of the Associate Vice-President
   Student and Enrolment Academic Services)
Western College of Veterinary Medicine
Other




4
    Referred to in the report as the Edwards School of Business.
5
    Referred to in the report as Educational Media Access and Production.
                                                                              Appendices p IV
2008 Employee Opinion Survey Report




                                      Appendices p V
2008 Employee Opinion Survey Report



                                                                     Appendix Three

         Messages Sent to Employees to Invite Participation
                in 2008 Employee Opinion Survey


November 6, 2008 message

You are invited to participate in the University's Employee Opinion Survey!

All faculty and staff are encouraged to participate in the survey. The higher the
participation, the more helpful the survey is in providing feedback to the University's
planning committees, Colleges and Units in moving toward the goals set out in the
Second Integrated Plan.

Based on results of previous surveys, a number of changes have been made and action
taken. Most notably is the inclusion of a number of people strategies in the Second
Integrated Plan, including leadership and career development.

"This is one of your opportunities to provide feedback and shape the University's future.
The survey provides us with a better understanding of employee attitudes and
perceptions about engagement and development; the nature of work environments;
progress in creating and appreciating diversity, and alignment with core values," says
Brett Fairbairn, Provost and Vice-President Academic.

The responses to the survey are confidential and no information is collected that can
identify individual responders. Survey reports are compiled so that small units are
grouped to ensure confidentiality.

The 2008 Employee Opinion Survey can be accessed at:
https://survey.usask.ca/survey.php?sid=6645

The survey must be completed by November 25, 2008, and should take less than 10
minutes to complete. Results will be compiled into a university-wide report and posted
on the Human Resources website and reported in future Human Resources Updates.

Thank you in advance for participating in the survey and providing your candid
feedback.

Surinder Saini
Director, Human Resources




                                                                             Appendices p VI
2008 Employee Opinion Survey Report



November 17, 2008 message

We have reached the half way point in the 2008 U of S Employee Opinion Survey
campaign. The survey will remain open until November 25, 2008. All faculty and staff
are encouraged to participate in the survey. The higher the participation, the more
helpful the survey is in providing feedback to the University's planning committees,
Colleges and Units in moving toward the goals set out in the Second Integrated Plan.

The responses to the survey are confidential and no information is collected that can
identify individual responders. Survey reports are compiled so that small units are
grouped to ensure confidentiality.

If you have not already done so, please take a few minutes to complete the 2008
Employee Opinion Survey which can be accessed from:

http://www.usask.ca/hrd/survey

Thank you in advance for participating in the survey and providing your candid feedback.

Surinder Saini
Director
Human Resources
University of Saskatchewan
105 Administration Place
Saskatoon, Saskatchewan
S7N 5A2
Telephone: (306) 966-4853 Facsimile: (306) 966-7026




                                                                         Appendices p VII

								
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