employee engagement report - simmons internal

Percentile Rank in Gallup Overall Database

30%

53%

17%

EMPLOYEE ENGAGEMENT REPORT

Simmons University Employee Engagement Survey 2019 All - All Nov 05, 2019 - Nov 27, 2019

Engagement Mean

Change: *

Mean Percentile Rank

21

Engagement Index

Engaged

Not Engaged

Actively Disengaged

* - Scores are not available due to data suppression. Not shown if n < 4 for Mean, Top Box, Verbatim Responses, and Sentiment, n < 10 for Frequency, or data is unavailable. Mean Percentile Rank is being calculated against other workgroup scores in the Gallup Overall database. Meaningful change is represented by a green or red arrow if the score changes by 0.2 or more between survey periods. Percentile Rank in Gallup Overall Database < 25th Percentile 25-49th Percentile 50-74th Percentile 75-89th Percentile >= 90th Percentile Percent Engaged available when n ≥ 30. All categories available when n ≥ 100. Sentiment Distribution is not available when n<50 Percent Engaged available when n ≥ 30. No topics available when n < 250. 5 topics available when n ≥ 250. 10 topics available when n ≥ 1000. All text analytics are machine generated. Because we use machine learning to generate sentiments, results may not be 100% accurate.

Copyright 2018 Gallup, Inc. All rights reserved.Copyright © 1993-1998 Gallup, Inc. All rights reserved. The Gallup Q12 items are Gallup proprietary information and are protected by law. You may not administer asurvey with the Q12 items or reproduce them without consent from Gallup.

1 2 3 4 5

Q12 Mean Total N Engagement Mean Engagement Index

The Gallup Q12 score represents the average, combined score of the 12 elements that measure employee engagement. Each element has consistently been linked to better business outcomes.

659 Engaged: 30% Not Engaged: 53%

Actively Disengaged: 17%

Total N Current Mean Frequency Distribution Mean Percentile Rank - Gallup Overall

Company Overall Current Mean

Mean Percentile Rank - Industry - Education - Postsecondary/Higher Education

Q00: On a five-point scale, where 5 means extremely satisfied and 1 means extremely dissatisfied, how satisfied are you with your organization as a place to work?

655 3.39 1:5% 2:13% 3:33% 4:36% 5:13% 11 3.39 19

Q01: I know what is expected of me at work. 657 4.15 1:2% 2:4% 3:13% 4:40% 5:41% 22 4.15 35

Q02: I have the materials and equipment I need to do my work right. 654 3.65 1:5% 2:12% 3:22% 4:33% 5:27% 19 3.65 23

Q03: At work, I have the opportunity to do what I do best every day. 650 3.72 1:5% 2:10% 3:21% 4:34% 5:29% 22 3.72 33

Q04: In the last seven days, I have received recognition or praise for doing good work. 609 2.97 1:28% 2:12% 3:16% 4:22% 5:22% 17 2.97 29

Q05: My supervisor, or someone at work, seems to care about me as a person. 638 4.01 1:8% 2:6% 3:13% 4:25% 5:49% 34 4.01 41

Q06: There is someone at work who encourages my development. 639 3.66 1:10% 2:11% 3:18% 4:27% 5:35% 28 3.66 42

Q07: At work, my opinions seem to count. 644 3.57 1:10% 2:11% 3:20% 4:32% 5:28% 30 3.57 44

Q08: The mission or purpose of my organization makes me feel my job is important. 656 3.88 1:5% 2:9% 3:19% 4:29% 5:39% 32 3.88 48

Q09: My colleagues are committed to doing quality work. 643 4.12 1:3% 2:6% 3:14% 4:31% 5:46% 44 4.12 53

Q10: I have a best friend at work. 573 2.69 1:31% 2:17% 3:21% 4:16% 5:15% 8 2.69 22

Q11: In the last six months, someone at work has talked to me about my progress. 617 3.52 1:14% 2:9% 3:18% 4:26% 5:32% 25 3.52 42

Q12: This last year, I have had opportunities at work to learn and grow. 630 3.73 1:9% 2:10% 3:15% 4:32% 5:35% 25 3.73 37

EMPLOYEE ENGAGEMENT REPORT | SIMMONS UNIVERSITY EMPLOYEE ENGAGEMENT SURVEY 2019

Copyright 2018 Gallup, Inc. All rights reserved.Copyright © 1993-1998 Gallup, Inc. All rights reserved. The Gallup Q12 items are Gallup proprietary information and are protected by law. You may notadminister a survey with the Q12 items or reproduce them without consent from Gallup.

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1 2 3 4 5

1 2 3 4 5

1 2 3 4 5

1 2 3 4 5

My organization treasures diverse opinions and ideas.




636 3.47 1:9% 2:12% 3:26% 4:30% 5:23% 23 3.47 *

Employees in this organization are treated with respect and dignity.




643 3.48 1:7% 2:14% 3:26% 4:30% 5:23% 19 3.48 *

Everyone at this organization is treated fairly regardless of ethnic background, race, gender, age, disability, or other differences not related to job performance.




591 3.71 1:8% 2:9% 3:18% 4:32% 5:32% 32 3.71 *

My supervisor creates an environment that is trusting and open.




642 3.86 1:7% 2:8% 3:16% 4:29% 5:40% 31 3.86 *



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1 2 3 4 5

1 2 3 4 5

1 2 3 4 5

I have the same opportunities for advancement as other fellow employees at my organization with similar experience and performance levels.




581 3.39 1:13% 2:14% 3:20% 4:27% 5:26% * 3.39 *

I always trust my organization to be fair to everyone.




632 2.98 1:17% 2:20% 3:25% 4:22% 5:15% 13 2.98 *

I feel like a valued member of my team.




653 3.68 1:8% 2:10% 3:19% 4:31% 5:31% * 3.68 *

In the past four months, has Simmons University leadership communicated with employees about diversity and inclusion in the workplace?

Respondents % Yes Frequency Distribution

655 * 90% No: 10% Yes: 90%



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0% 25% 50% 75%

Please imagine a ladder with steps numbered from zero at the bottom to ten at the top. The top of the ladder represents the best possible life for you and the bottom of the ladder represents the worst possible life for you. On which step of the ladder would you say you personally feel you stand at this time?

10 Best possible 2% 15 Respondents

09 6% 38 Respondents








01 0% 3 Respondents

00 Worst possible 1% 4 Respondents

Don't know/Does not apply 2% 12 Respondents



5

1 2 3 4 5

My manager provides meaningful feedback to me.




635 3.48 1:10% 2:12% 3:22% 4:31% 5:25% 21 3.48 *

0% 25% 50% 75%

On which step do you think you will stand about five years from now?

10 Best possible 14% 92 Respondents








02 0% 3 Respondents

01 0% 2 Respondents

00 Worst possible 1% 5 Respondents

Don't know/Does not apply 11% 74 Respondents



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1 2 3 4 5

1 2 3 4 5

1 2 3 4 5

1 2 3 4 5

I feel I am being constantly challenged to improve my level of performance.




632 3.39 1:8% 2:13% 3:28% 4:34% 5:17% 12 3.39 *

My immediate supervisor keeps me informed about what is going on at my organization.




644 3.62 1:8% 2:11% 3:21% 4:30% 5:30% 29 3.62 *

I am clear on the performance standards on which I am evaluated.




644 3.51 1:9% 2:13% 3:21% 4:32% 5:25% 24 3.51 *

People who perform better grow faster at my organization.




488 2.66 1:22% 2:24% 3:27% 4:19% 5:8% 4 2.66 *



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1 2 3 4 5

1 2 3 4 5

1 2 3 4 5

1 2 3 4 5

The performance appraisal process at my organization is able to distinguish between good performers and poor performers.




498 2.65 1:23% 2:23% 3:28% 4:19% 5:7% 10 2.65 *

The training I have received helps me do my job better.




583 3.36 1:9% 2:15% 3:26% 4:30% 5:20% 6 3.36 *

I believe that I have adequate opportunities for career advancement at my organization.




583 2.65 1:25% 2:20% 3:27% 4:21% 5:7% 6 2.65 *

My manager actively encourages my personal and professional development.




615 3.48 1:10% 2:14% 3:21% 4:28% 5:27% * 3.48 *



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0% 25% 50% 75%

I would recommend Simmons University to friends and family as a good place to work.

10 Extremely likely 13% 87 Respondents









01 1% 9 Respondents

00 Not at all likely 6% 42 Respondents

0% 25% 50% 75%

What is your gender?

Male 20% 131 Respondents

Female 70% 452 Respondents

Non-binary/third gender 1% 7 Respondents

Other 0% 1 Respondents

Prefer not to say 9% 55 Respondents



9

0% 25% 50% 75%

What is your age?

18 0% * Respondents

19 0% * Respondents

20 0% * Respondents

21 0% * Respondents

22 1% 6 Respondents

23 1% 3 Respondents


25 1% 7 Respondents

26 2% 9 Respondents





31 2% 9 Respondents











10

0% 25% 50% 75%








47 1% 7 Respondents

48 1% 7 Respondents



51 1% 6 Respondents





56 1% 7 Respondents

57 1% 8 Respondents




61 1% 7 Respondents

62 1% 8 Respondents



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0% 25% 50% 75%

63 1% 5 Respondents



66 1% 5 Respondents

67 1% 5 Respondents

68 1% 6 Respondents

69 1% 3 Respondents

70 1% 3 Respondents

71 0% 2 Respondents

72 1% 6 Respondents

73 1% 3 Respondents

74 0% 1 Respondents

75 0% 1 Respondents

76 0% 1 Respondents

77 0% * Respondents

78 0% * Respondents

79 0% 1 Respondents

80 0% * Respondents

81 0% * Respondents

82 0% * Respondents

83 0% * Respondents

84 0% * Respondents

85 0% * Respondents



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0% 25% 50% 75%

86 0% * Respondents

87 0% * Respondents

88 0% * Respondents

89 0% * Respondents

90 0% * Respondents

91 0% * Respondents

92 0% * Respondents

93 0% * Respondents

94 0% * Respondents

95 0% * Respondents

96 0% * Respondents

97 0% * Respondents

98 0% * Respondents

99 0% * Respondents


0% 25% 50% 75%

Are you of Hispanic, Latino, or Spanish origin - such as Mexican, Puerto Rican, Cuban, or other Spanish origin?

Yes 4% 27 Respondents

No 85% 538 Respondents




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Is there anything else you would like to share about your experience working for Simmons University?

Total N Sentiment Distribution

299 29% 49% 13% 10%

Your responses are available in a .csv file. Please log on to my.gallup.com to download your full list of responses.

0% 25% 50% 75%

Which of the following best describes your race?

White 72% 459 Respondents

Black or African American 6% 36 Respondents

Asian 3% 16 Respondents

American Indian or Alaska Native 0% * Respondents

Native Hawaiian or Pacific Islander 0% 1 Respondents

Other 3% 17 Respondents

Two or More 3% 21 Respondents




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1 2 3 4 5

INDICES

Culture of Inclusion Index Total N Current Mean

612




If I raised a concern about ethics and integrity, I am confident my employer would do what is right. If I raised a concern about ethics and integrity, I am confident my employer would do what is right.

631 3.65 1:9% 2:12% 3:16% 4:29% 5:33% 27 3.65 *

My organization is committed to building the strengths of each associate. My organization is committed to building the strengths of each associate.

633 3.12 1:12% 2:19% 3:27% 4:27% 5:15% 7 3.12 *

At work, I am treated with respect. At work, I am treated with respect. 657 3.92 1:4% 2:9% 3:16% 4:33% 5:38% 27 3.92 *



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INDICES

Wellbeing View Index Total N Current Mean

474



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1 2 3 4 5 Total N Current Mean Frequency Distribution Mean Percentile Rank

- Gallup Overall



I like what I do every day. I like what I do every day. 656 3.95 1:2% 2:6% 3:18% 4:43% 5:31% 25 3.95 *

I learn or do something interesting every day. I learn or do something interesting every day. 655 3.77 1:4% 2:9% 3:21% 4:39% 5:27% 31 3.77 *

Someone in my life always encourages me to be healthy. Someone in my life always encourages me to be healthy.

636 4.18 1:2% 2:5% 3:12% 4:33% 5:47% 30 4.18 *

My friends and family give me positive energy every day. My friends and family give me positive energy every day.

640 4.29 1:0% 2:3% 3:12% 4:37% 5:48% 38 4.29 *

I have enough money to do everything I want to do. I have enough money to do everything I want to do.

653 2.73 1:23% 2:23% 3:22% 4:22% 5:10% 29 2.73 *

I have not worried about money in the last seven days. I have not worried about money in the last seven days.

651 2.62 1:33% 2:20% 3:18% 4:14% 5:17% 46 2.62 *

In the last seven days, I have felt active and productive every day. In the last seven days, I have felt active and productive every day.

650 3.69 1:3% 2:11% 3:23% 4:42% 5:22% 26 3.69 *

My physical health is near-perfect. My physical health is near-perfect. 644 3.31 1:7% 2:15% 3:32% 4:32% 5:14% 38 3.31 *

The city or area where I live is a perfect place for me. The city or area where I live is a perfect place for me.

651 3.74 1:3% 2:9% 3:25% 4:35% 5:27% 37 3.74 *

In the last 12 months, I have received recognition for helping to improve the city or area where I live. In the last 12 months, I have received recognition for helping to improve the city or area where I live.

493 2.57 1:31% 2:21% 3:20% 4:15% 5:13% 35 2.57 *



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Employees need to be challenged to learn something new and find better ways to do their jobs. They need to feel a sense of movement and progress as they mature in their roles.

Growth - How can I grow?

Employees need to feel like they belong and are a good fit with their team. They need to know they are part of something bigger than themselves. As a manager, encourage opportunities for teamwork and a sense of belonging.

Teamwork - Do I belong here?

Employees want to know about their individual contributions and their worth to the organization. Manager support is especially important during this stage because managers typically define and reinforce value.

Individual - What do I give?

Employees need to have a clear understanding of what excellence in their role looks like so they can be successful. Groups with high scores on the first element are more productive, cost-effective, creative and adaptive.

Basic Needs - What do I get?

Engagement Hierarchy



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1 2 3 4 5

ENGAGEMENT HIERARCHY

Basic Needs - What do I get? Total N Current Mean

658




Q01: Know What's Expected I know what is expected of me at work. 657 4.15 1:2% 2:4% 3:13% 4:40% 5:41% 22 4.15 35

Q02: Materials and Equipment I have the materials and equipment I need to do my work right.

654 3.65 1:5% 2:12% 3:22% 4:33% 5:27% 19 3.65 23



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1 2 3 4 5


Individual - What do I give? Total N Current Mean

658




Q03: Opportunity to do Best At work, I have the opportunity to do what I do best every day.

650 3.72 1:5% 2:10% 3:21% 4:34% 5:29% 22 3.72 33

Q04: Recognition In the last seven days, I have received recognition or praise for doing good work.

609 2.97 1:28% 2:12% 3:16% 4:22% 5:22% 17 2.97 29

Q05: Cares About Me My supervisor, or someone at work, seems to care about me as a person.

638 4.01 1:8% 2:6% 3:13% 4:25% 5:49% 34 4.01 41

Q06: Development There is someone at work who encourages my development.

639 3.66 1:10% 2:11% 3:18% 4:27% 5:35% 28 3.66 42



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1 2 3 4 5


Teamwork - Do I belong here? Total N Current Mean

658




Q07: Opinions Count At work, my opinions seem to count. 644 3.57 1:10% 2:11% 3:20% 4:32% 5:28% 30 3.57 44

Q08: Mission/Purpose The mission or purpose of my organization makes me feel my job is important.

656 3.88 1:5% 2:9% 3:19% 4:29% 5:39% 32 3.88 48

Q09: Committed to Quality My colleagues are committed to doing quality work. 643 4.12 1:3% 2:6% 3:14% 4:31% 5:46% 44 4.12 53

Q10: Best Friend I have a best friend at work. 573 2.69 1:31% 2:17% 3:21% 4:16% 5:15% 8 2.69 22



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1 2 3 4 5


Growth - How can I grow? Total N Current Mean

642




Q11: Progress In the last six months, someone at work has talked to me about my progress.

617 3.52 1:14% 2:9% 3:18% 4:26% 5:32% 25 3.52 42

Q12: Learn and Grow This last year, I have had opportunities at work to learn and grow.

630 3.73 1:9% 2:10% 3:15% 4:32% 5:35% 25 3.73 37



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1.76:1 1.76 engaged employees for each actively disengaged employee

Engagement Index Engagement Index Ratio

There is a powerful link between employees who are engaged in their jobs and the achievement of crucial business outcomes.

%

Engaged Engaged employees feel involved in and enthusiastic about their work and workplace; they are loyal and productive.

30%

Not Engaged Not Engaged employees are less likely to put high energy and passion into their work and are less loyal and productive.

53%

Actively Disengaged Actively disengaged employees are emotionally against the organization; they are not loyal and are likely to undermine the efforts of others.

17%



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FOOTNOTES * - Scores are not available due to data suppression.

Not shown if n < 4 for Mean, Top Box, Verbatim Responses, and Sentiment, n < 10 for Frequency, or data is unavailable.

Meaningful change is represented by a green or red arrow if the score changes by 0.2 or more between survey periods.

Percentile Rank in Gallup Overall Database < 25th Percentile 25-49th Percentile 50-74th Percentile 75-89th Percentile >= 90th Percentile

Sentiment Distribution Positive Negative Neutral Mixed

Percent Engaged available when n ≥ 30. All categories available when n ≥ 100.

Sentiment Distribution is not available when n<50

Percent Engaged available when n ≥ 30. No topics available when n < 250. 5 topics available when n ≥ 250. 10 topics available when n ≥ 1000.

All text analytics are machine generated. Because we use machine learning to generate sentiments, results may not be 100% accurate.



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GLOSSARY

The glossary provides high-level definitions of terms within the engagement report. Because of the dynamic nature of this site, not all terms will be applicable to or displayed on your report. Please use the terms that are relevant to your team when discussing and interpreting the data.

ENGAGEMENT DEFINED EMPLOYEE ENGAGEMENT: Employee engagement refers to how committed an employee is to their organization, their role, their manager and their co-workers. Engagement drives performance. Gallup's research shows that more highly engaged employees give more discretionary effort at work and have higher productivity, profitability and customer service, as well as reduced turnover and safety incidents.

THE SURVEY ITEMS/QUESTIONS OVERALL SATISFACTION: Overall Satisfaction is a measure of how content your team is with the overall company as a place to work. Overall Satisfaction is not included in the Overall Workgroup Engagement (GrandMean) score. Being a satisfied employee does not equate with being engaged, though the two are highly related.

Q01-Q12: These items are Gallup’s proprietary workgroup engagement questions (commonly referred to as the Q¹²®). These items were selected for their strong connection to performance outcomes and the ability to take action at the workgroup level.

INDICES: In addition to the Q¹²® items, Gallup has created a number of empirically-derived sets of indices, which are comprised of 3-4 questions each. Individual scores of each index item are provided, along with a combined index score, which measures the strength of the core index construct. These indices help companies strategically pinpoint and improve specific focus areas relevant to their current situation.

CUSTOM ITEMS: These items are unique to your company and can vary across companies and surveys. While these “additional” questions link to the Gallup Engagement hierarchy, they are not always within the power of the workgroup to influence or change. These questions can provide additional insights into employees’ perceptions, the situational workplace environment or company-specific initiatives.

EMPLOYEE ENGAGEMENT RESULTS GRANDMEAN: The GrandMean measures overall Workgroup Engagement, which is an average of the 12 Workgroup Engagement items (Q01-Q12). The higher your score (with a maximum possible score of 5), the more engaged your fellow employees are.

ENGAGEMENT INDEX: The Engagement Index (EI) is a macro-level indicator of an organisation's health that allows leaders to track the engagement levels of employees. This analysis identifies the percentage of participants who are engaged, not engaged and actively disengaged based on their responses to the Q¹²® survey items. You must have 100 employees participate to receive the full spectrum of responses for the EI. If you have 30<100 employees, the report will include the percentage of engaged employees only.

ENGAGEMENT HIERARCHY: Every employee has a distinct set of needs that follows a hierarchy, with basic needs at the foundation and growth at the top. Employees feel more or less engaged depending on how well they believe their needs are being met in the workplace.

UNDERSTANDING THE SCORES THE SURVEY SCALE: The engagement survey utilises a 5-point scale with 1=Strongly Disagree and 5=Strongly Agree. For each question, employees have the option to also select



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“Don’t know” or “Does not apply”.

TOTAL N: The total number of employees who responded to the survey.

MEAN SCORES: The average score using the 5-point survey scale, with 5.00 being the highest score and 1.00 being the lowest.

TOP BOX/%5: The percentage of employees who responded “5 – Strongly Agree” to the survey item.

DISTRIBUTION OF RESPONSES: The percentage of employees who responded “1”, “2”, “3”, “4” or “5” to an item. If 10 or more employees respond to the survey, the report could display a full distribution of responses. Otherwise, only the percentage of employees who responded with a “5” (TopBox) and item means will display.

SUPPRESSED DATA: Confidentiality of responses is extremely important to Gallup. If too few employees respond to a survey item, the data will be suppressed (not published) and an asterisk (“*”) will appear in its place.

COMPARISONS EXTERNAL BENCHMARKING: (GALLUP DATABASE COMPARISON): Used as a benchmark to determine how your team’s results compare to other workgroups within the Gallup Database of clients.

PERCENTILE RANKING: The 25th percentile indicates 75% of workgroups fell above this score; the 50th percentile indicates 50% of workgroups fell above and below this score; the 75th percentile indicates only 25% of workgroups fell above this score. The higher your percentile, the stronger the item is in relation to the database. Used as a benchmark to determine how your team's results compare to internal and external workgroups.



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employee engagement report - simmons internal

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