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Summary Employee

Engagement

Analysis Report

Leadership Intelligence®

November 2015University of Alaska Fairbanks

For Public Distribution

Copyright ©2015 DecisionWise // www.decision-wise.com // p +1.800.830.8086 2

Prepared by DecisionWise

Josh RosenbergAssessment [email protected]

Dave MasonSenior [email protected]


EXECUTIVE

SUMMARY


DecisionWise Employee Engagement Analysis Report

4

OVERALL RESULTS In October 2015, the University of Alaska Fairbanks (UAF) conducted an Employee Engagement Survey in order to understand and increase levels of engagement of employees. The survey assessed employee views from the following frames of reference: 1) their jobs; 2) their teams; 3) their supervisors; and 4) the organization.

Data were collected from 1,347 participants, across all divisions and employment type.

• The aggregate overall score is 61% favorable, meaning 61% of responses were Agree or Strongly Agree

• 22% of responses were Strongly Agree, two points above the average organization

• 39% of responses were Neutral, Disagree, or StronglyDisagree, which indicate ambivalent or negative attitudes and beliefs that should be addressed

Specific survey items which measure levels of employee engagement were grouped to create an Engagement Index.

• UAF results show 21% of employees as Fully Engaged, 11 points below the average organization

• 53% are Key Contributors: employees committed to the organization and who work hard to meet expectations

• 22% of employees fall into the Opportunity Group, and only 4% of employees are considered Fully Disengaged

• Positive and negative perceptions of engagement are identified in the Engagement Analysis section of this report

Executive Summary

61% overall

favorable score

74% of employees,

both fully engagedand key contributors,

contribute positively to UAF



5

STRENGTHS Key strengths of UAF, Connection to Coworkers and Job Satisfaction, showed up on the highest-scoring items, positive perceptions of engagement, and the open-ended comments.

Conversely, Bureaucracy, Communication, and Confidence in Leadership are consistent themes that employees indicate as areas of concern.

Executive Summary

• People care about others• People treat each other with respect• Supervisors have good relationships with their employees

Connection to Coworkers

• People enjoy the work they do• People find meaning and purpose in their jobs• There is freedom to perform one’s work

Job Satisfaction

OPPORTUNITIES

The following report provides detailed analysis of the 2015 Employee Engagement Survey for UAF. Participation and survey scores for each survey item are reported by division and demographic.

• People are not aware of what is going on• Lack of communication between departments• Employees feel they are lacking a voice

Bureaucracy• UAF is slow to adapt to changes• Changes are not communicated effectively• Bureaucracy is a barrier to positive work

Communication

• People lack confidence in leadership at the university• The strategy and vision are not effectively shared

Confidence in Leadership


PARTICIPATION



7

PARTICIPATION RATES

A total of 1,347 out of 2,715 employees responded to the survey, representing an 50% participation rate. Rates by division give further insight into the overall participation rate.

Participation

Divisions Actual Anticipated Participation

Academic Affairs (Provost) 591 1,041 57%

Administrative Services 160 306 52%

Chancellor 22 36 61%

Office of Information Technology 20 35 57%

Research 244 408 60%

Rural, Community, and Native Education 182 717 25%

University and Student Advancement 128 172 74%

Total 1,347 2,715 50%

76.4%81.2%

92.4%88.0%

50.0%

0%

20%

40%

60%

80%

100%

1st 2nd 3rd 4th

Participation Trends by Administration

DecisionWise UAF

Participation rates for a first

administration fall26 points below

the expected benchmark



8

PARTICIPATION DISTRIBUTION

The following demographic results are represented by the 1,347 employees who answered the survey. Respondents were grouped into twelve demographic categories. The following three are represented here: Employee Type, Tenure, and Division.

Participation

37%

63%Faculty

Non-Faculty

44%

12%2%

1%

18%

14%

9%Academic Affairs (Provost)

Administrative Services

Chancellor

Office of Information Technology

Research

Rural, Community, and Native EducationUniversity and Student Advancement

Participation Rate

50%1347 / 2715 respondents

Employee Type

Tenure

Division

10%

15%

21%

13%

20%

21% Up to 1 Year 1 to 3 Years

4 to 7 Years 8 to 10 Years

11 to 15 Years 16+ Years


OVERALL RESULTS



10

OVERALL SCORE

The overall score in 2015 is 61%. While survey items differ for each company, and an exact comparison is not possible, the average score for an organization in the DecisionWise databank is 75% favorable overall.

Overall Score

17% 22% 61%

0% 20% 40% 60% 80% 100%

2015 Overall Score

Unfavorable Neutral Favorable

14%

8%

14%

24%

18%

14%

18%

29%

68%

78%

68%

47%

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

My Job

My Department

My Supervisor

My Organization (University of Alaska Fairbanks)

Dimensions Summary


Employees responded most favorably to survey items in the My Department section. Lowest favorable scores are in My Organization (University of Alaska Fairbanks).



11

EMPLOYEE TYPE

Highest Scores

15. There are people at work who care about me.

54. The success of this organization is personallyimportant to me.

5. I have the freedom to choose how to best perform my work.

17. I enjoy working with the people in my work group.

14. The people I work with treat me with respect.

7%

7%

12%

13%

10%

13%

11%

86%

85%

83%

82%

82%

0% 20% 40% 60% 80% 100%

Highest Scores


Three out of five of the highest-scoring survey items are about employees’ relationships with each other. The other items relate to job autonomy and employees’ care about the success of the organization.

Faculty Non-Faculty

12. I find enjoyment in the work that I perform.88%

15. There are people at work who care about me.88%

54. The success of this organization is personally important to me.

86%


85%

11. My work provides me with a sense of meaning and purpose.

85%

19. The people I work with help each other when needed.

84%

10. My work is stimulating and energizing.84%

54. The success of this organization is personally important to me.

84%

8. Time passes quickly when I’m at work83%


84%



12

Highest Scores - Division

Rank 1 2 3

Academic Affairs (Provost)(n=591)

15. There are people at work who care about

me.83%

12. I find enjoyment in the work that I perform.

83%

54. The success of this organization is

personally important to me.82%

Administrative Services(n=160)


me.86%



19. The people I work with help each other

when needed.82%

Chancellor(n=22)


when needed.100%


100%


me.100%

Office of Information Technology(n=20)


when needed.100%

17. I enjoy working with the people in my work

group.100%

20. Individuals in my department work

together well.100%

Research(n=244)




me.88%


group.86%

Rural, Community, and Native Education(n=182)


89%




87%

University and Student Advancement(n=128)




me.88%


group.84%

The three highest-scoring items for each division are shown, with common items color-coded.



13

EMPLOYEE TYPE

The five lowest-scoring survey items relate to confidence that changes will be made as a result of the survey, effective methods for receiving and responding to suggestions for change, and organizational communication.

Lowest Scores

49. I am confident that positive changes will be made as a result of this survey.

44. This organization responds effectively to suggestions for change.

43. This organization has effective methods for receiving suggestions for change.

48. The University of Alaska system-wide offices communicate well with all employees about what is going on.53. I have confidence in the University of Alaska system as a whole.

42%

42%

37%

38%

31%

41%

37%

34%

33%

36%

17%

21%

29%

29%

33%

0% 20% 40% 60% 80% 100%

Lowest Scores


Faculty Non-Faculty


15%


18%


18%


23%


25%

48. The University of Alaska system-wide offices communicate well with all employees

about what is going on.30%

48. The University of Alaska system-wide offices communicate well with all employees about

what is going on.26%


31%

53. I have confidence in the University of Alaska system as a whole.

28%

53. I have confidence in the University of Alaska system as a whole.

35%



14

Lowest Scores - Division

The three lowest-scoring items for each division are shown, with common items color-coded.

Rank 1 2 3

Academic Affairs (Provost)(n=591)

49. I am confident that positive changes will be made as a result of this

survey.13%

44. This organization responds effectively to

suggestions for change.17%

43. This organization has effective methods for receiving suggestions

for change.24%

Administrative Services(n=160)




survey.24%

48. The University of Alaska system-wide offices communicate

well with all employees about what is going on.

28%

Chancellor(n=22)


survey.19%



56. The University of Alaska Fairbanks does a good job at adapting to

changes.23%

Office of Information Technology(n=20)


survey.15%



56. The University of Alaska Fairbanks does a good job at adapting to

changes.30%

Research(n=244)


survey.20%



48. The University of Alaska system-wide offices communicate

well with all employees about what is going on.

29%

Rural, Community, and Native Education(n=182)


survey.20%




for change.32%

University and Student Advancement(n=128)


survey.15%




for change.29%



15

UAF survey item scores are compared to the average organization in the DecisionWise Leadership Intelligence Database. To identify survey items that have a meaningful statistical significance, a Cohen’s d calculation is used.

• A d-score between 0 and 0.2 = a minor difference from the norm• A d-score between 0.2 and 0.4= a moderate difference• A d-score that exceeds 0.4 = a substantial difference

A positive d-score indicates the amount to which UAF exceeded the industry norm. A negative score indicates the amount to which UAF scored lower than the norm. Substantial positive scores are GREEN, substantial negative scores are RED.

POSITIVE DIFFERENCES

The following chart shows the survey items where UAF surpassed the average organization.

Benchmarks: Positive & Negative Differences

Survey Item UAFGlobal

BenchmarkΔ∆d

5. I have the freedom to choose how to best perform my work. 83% 76% 0.23

23. My supervisor recognizes my efforts and contributions. 77% 69% 0.16

32. My supervisor treats me with fairness and respect. 81% 79% 0.08

15. There are people at work who care about me. 86% 84% 0.07

10. My work is stimulating and energizing. 72% 69% 0.04

12. I find enjoyment in the work that I perform. 82% 79% 0.03



16

Benchmarks: Positive & Negative Differences

NEGATIVE DIFFERENCES

The following survey items are where UAF did the poorest compared to the average organization.


BenchmarkΔ∆d

52. I have confidence in the leadership team specifically at the University of Alaska Fairbanks. 35% 73% -0.90

49. I am confident that positive changes will be made as a result of this survey. 17% 51% -0.72

44. This organization responds effectively to suggestions for change. 21% 49% -0.67

48. The University of Alaska system-wide offices communicate well with all employees about what is going on. 29% 56% -0.61

41. The vision and goals of the University of Alaska Fairbanks are important to me personally. 61% 84% -0.59

50. This organization cares about employees. 44% 68% -0.58

55. I believe the University of Alaska Fairbanks has a successful future. 59% 81% -0.54

45. My opinions are sought on issues that affect me and my job. 40% 61% -0.52

36. We work effectively across departments and functions. 39% 62% -0.51

51. I feel like I belong at the University of Alaska Fairbanks. 60% 77% -0.50

43. This organization has effective methods for receiving suggestions for change. 29% 49% -0.49

58. I would recommend the University of Alaska Fairbanks as a great place to work. 55% 75% -0.49

57. I am proud to tell people I work for the University of Alaska Fairbanks. 73% 89% -0.48

29. My supervisor sets clear performance expectations. 58% 82% -0.48

46. I feel that I can speak up without fear of retribution or negative consequences. 45% 64% -0.44

39. This organization trusts employees to be responsible for achieving results. 56% 73% -0.40


Page Title 22 pt. White

COMMENT

ANALYSIS



18

Qualitative data provides insight into the issues most important to employees. The feedback often supports the quantitative data from the survey questions. UAF’s comments were read and categorized by theme, and reported. The results and frequency of themes are provided in the following pages.

In response to the question If you left the University of Alaska Fairbanks, what would you miss most about working here? the 1,055 employees who responded identified the following top themes:

In responses to the question If you left the University of Alaska Fairbanks, what would you not miss? the 1,013 employees who responded identified the following top themes:

If you left the University of Alaska Fairbanks, what would you miss most about working here?

Comment Analysis

If you left the University of Alaska Fairbanks, what would you not miss?

OVERALL THEMES

586

438

343284

239175

0

100

200

300

400

500

600Te

am

Mem

ber

s/ T

he

Peo

ple

Mea

ning

/ C

ont

ribut

ion/

Jo

b

Stud

ents

Cul

ture

Co

mp

ensa

tion

and

Ben

efits

Ala

ska/

Fa

irban

ks

Co

mm

unity

Themes: Strengths

279

116 114 107 99 98

0

100

200

300

Bur

eauc

racy

and

Po

litic

s

Bud

get

s an

d

Fund

ing

Staf

fing

and

Jo

b

Stre

ss

Co

mm

unic

atio

n

Inte

rnal

Pr

oce

sses

Val

ued

and

R

esp

ecte

d

Themes: Opportunities



19

GREATEST STRENGTHS

In response to the survey item “If you left the University of Alaska Fairbanks, what would you miss most about working here? ” employees identified these major themes:

Comment Analysis

• Coworkers within departments• Intelligent and high quality people• Supervisors

“The students! Co-workers, research

opportunities here.”

Team Members/The People

• Positive impact on students• Interactions with the students• Helping students development

Students

• Interesting work and research• Making a positive changes and

contributions

Meaning/Contribution/Job

“My department and my co-workers.

I would miss the learning

environment and the energy of the

students. Their enthusiasm and

youthfulness helps keep the

atmosphere electric. Seeing

students become productive

members of society after they

graduate is so fulfilling.”

438 out of 1055 respondents





20

COMMENTS BY ENGAGEMENT INDEXSTRENGTHS

In the Engagement Analysis section, employees were categorized into four engagement groups based on their responses to specific anchor questions. In the tables below, the comments from each engagement group were identified by theme. Common themes are color coded.

If you left the University of Alaska Fairbanks, what would you miss most about working here?

Comment Analysis

Fully Engaged(number of comments=227)

Team Members/ The People

56%

Meaning/ Contribution/Job

31%

Culture20%

Key Contributors(number of comments=551)


59%


22%

Students20%

Opportunity Group(number of comments=227)


52%


19%

Compensation and Benefits

17%

Fully Disengaged(number of comments=49)


35%


22%

Students14%



21

OPPORTUNITIES

In response to the question “If you left the University of Alaska Fairbanks, what would you not miss?” employees identified these major themes:

Comment Analysis

• Red Tape and administrative challenges• Politics and entitlements• General bureaucracy

“The uncertainties with the budget,

and never knowing if I'll continue to be

employed.”

Bureaucracy and Politics

• Stress from the lack of staffing• Workload

Staffing and Job Stress

• Budget cuts and uncertainty• Securing funding

Budgets and Funding

“The politics, bureaucracy and

the constant demands to do

"more with less" while some

departments (i.e. statewide) see to

have limitless staff and resources.”






22

COMMENTS BY ENGAGEMENT INDEXOPPORTUNITIES

In the Engagement Analysis section, employees were categorized into four engagement groups based on their responses to specific anchor questions. In the tables below, the comments from each engagement group were identified by theme. Common themes are color coded.

If you left the University of Alaska Fairbanks, what would you not miss?

Comment Analysis

Fully Engaged(number of comments=202)


20%

Budgets and Funding

11%

Communication10%

Key Contributors(number of comments=529)


30%

Budgets and Funding

11%

Internal Processes11%

Opportunity Group(number of comments=231)


31%

Valued and Respected

17%

Communication16%

Fully Disengaged(number of comments=50)

Valued and Respected

22%

Leadership/Lack of Vision

22%


20%


APPENDIX



14. The people I work with treat me with respect.

15. There are people at work who care about me.

16. I am comfortable being myself with my coworkers.


18. My colleagues and I openly talk about what needs to be done to be more effective.

19. The people I work with help each other when needed.

20. Individuals in my department work together well.

21. Work teams in my department collaborate well.

22. I trust the people I work with to do what they say.

24

MY JOB

Survey Item Scores

18%

29%

25%

20%

7%

13%

20%

6%

9%

8%

9%

5%

9%

16%

28%

18%

21%

10%

18%

24%

18%

20%

19%

16%

13%

19%

66%

43%

57%

58%

83%

69%

56%

76%

71%

72%

75%

82%

71%

0% 20% 40% 60% 80% 100%


1. I am provided the resources I need to do my job well.

2. The training I received when I started (onboarding) was effective.

3. The amount of work I am expected to do is reasonable.

4. The level of stress in my job is manageable.


6. I feel challenged and stretched in my job in a way that results in personal growth.

7. My work is valued by the University of Alaska Fairbanks.

8. Time passes quickly when I'm at work.

9. Most days, I see a positive impact from my work.

10. My work is stimulating and energizing.

11. My work provides me with a sense of meaning and purpose.


13. Overall, I love my job.

7%

6%

11%

8%

12%

13%

11%

11%

12%

14%

13%

14%

12%

17%

19%

16%

82%

86%

81%

82%

75%

80%

71%

68%

73%

0% 20% 40% 60% 80% 100%

MY TEAM



25

MY SUPERVISOR

Survey Item Scores

11%

14%

18%

20%

9%

10%

17%

14%

17%

7%

17%

15%

11%

12%

20%

22%

24%

12%

14%

25%

18%

24%

11%

22%

19%

15%

77%

66%

60%

55%

80%

76%

58%

68%

59%

81%

61%

67%

74%

0% 20% 40% 60% 80% 100%

23. My supervisor recognizes my efforts and contributions.

24. My supervisor helps me understand how my work is important to the organization.

25. My supervisor gives me timely feedback on how I am doing.

26. My supervisor helps me to develop and grow.

27. My supervisor is approachable and easy to talk to.

28. My supervisor welcomes my opinions and feedback.

29. My supervisor sets clear performance expectations.

30. My supervisor shares important company information with the team.

31. My supervisor fosters a motivating and energizing workplace.

32. My supervisor treats me with fairness and respect.

33. My supervisor builds effective working relationships with all our team members.

34. My supervisor leads by example.

35. I trust my supervisor.



36. We work effectively across departments and functions.

37. I feel comfortable collaborating with people on other teams.

38. I feel a connection to the University of Alaska Fairbanks beyond the people in my department.39. This organization trusts employees to be responsible for achieving results.40. The University of Alaska Fairbanks effectively shares its strategy and vision of the future.41. The vision and goals of the University of Alaska Fairbanks are important to me personally.42. There are opportunities for my own advancement within the organization.43. This organization has effective methods for receiving suggestions for change.44. This organization responds effectively to suggestions for change.

45. My opinions are sought on issues that affect me and my job.46. I feel that I can speak up without fear of retribution or negative consequences.47. The University of Alaska Fairbanks communicates well with all employees about what is going on.48. The University of Alaska system-wide offices communicate well with all employees about what is going on.49. I am confident that positive changes will be made as a result of this survey.

50. This organization cares about employees.

51. I feel like I belong at the University of Alaska Fairbanks.

52. I have confidence in the leadership team specifically at the University of Alaska Fairbanks.53. I have confidence in the University of Alaska system as a whole.54. The success of this organization is personally important to me.55. I believe the University of Alaska Fairbanks has a successful future.56. The University of Alaska Fairbanks does a good job at adapting to changes.57. I am proud to tell people I work for the University of Alaska Fairbanks.58. I would recommend the University of Alaska Fairbanks as a great place to work.59. If given a choice, I would remain with the University of Alaska Fairbanks, even if a job with similar pay and benefits were available elsewhere.

26

Survey Item Scores

34%

8%

18%

19%

24%

11%

29%

37%

42%

35%

30%

27%

38%

42%

24%

13%

27%

31%

10%

31%

6%

14%

18%

27%

22%

20%

25%

30%

28%

28%

34%

37%

25%

25%

31%

33%

41%

32%

28%

38%

36%

13%

30%

36%

21%

31%

24%

39%

70%

62%

56%

46%

61%

43%

29%

21%

40%

45%

42%

29%

17%

44%

60%

35%

33%

85%

59%

33%

73%

55%

58%

0% 20% 40% 60% 80% 100%

MY ORGANIZATION (UNIVERSITY OF ALASKA FAIRBANKS)



UAF survey item scores are compared to the DecisionWise Global Benchmark database. The range of favorable scores are shown by the delta (∆) while statistical significance is indicated by the Cohen’s d (d). The larger the number, the greater the difference from the benchmark.

• A d-score between 0 and 0.2 = a minor difference from the benchmark• A d-score between 0.2 and 0.4 = a moderate difference• A d-score that exceeds 0.4 = a substantial difference and is considered significant

Substantial positive scores are GREEN, substantial negative scores are RED.

27

Global Benchmarks


Benchmark ∆ d

1. I am provided the resources I need to do my job well. 66% 75% -9 -0.26

2. The training I received when I started (onboarding) was effective. 43% - - -

3. The amount of work I am expected to do is reasonable. 57% 70% -13 -0.33

4. The level of stress in my job is manageable. 58% 66% -8 -0.18

5. I have the freedom to choose how to best perform my work. 83% 76% 7 0.23

6. I feel challenged and stretched in my job in a way that results in personal growth. 69% 70% -1 -0.03

7. My work is valued by the University of Alaska Fairbanks. 56% 69% -13 -0.29

8. Time passes quickly when I'm at work. 76% 77% -1 -0.10

9. Most days, I see a positive impact from my work. 71% 79% -8 -0.20

10. My work is stimulating and energizing. 72% 69% 3 0.04

11. My work provides me with a sense of meaning and purpose. 75% 77% -2 -0.05

12. I find enjoyment in the work that I perform. 82% 79% 3 0.03

13. Overall, I love my job. 71% 71% 0 -0.05

14. The people I work with treat me with respect. 82% 85% -3 -0.02

15. There are people at work who care about me. 86% 84% 2 0.07



28

Global Benchmarks


Benchmark ∆ d

16. I am comfortable being myself with my coworkers. 81% - - -

17. I enjoy working with the people in my work group. 82% 87% -5 -0.15

18. My colleagues and I openly talk about what needs to be done to be more effective. 75% 81% -6 -0.13

19. The people I work with help each other when needed. 80% 85% -5 -0.13

20. Individuals in my department work together well. 71% - - -

21. Work teams in my department collaborate well. 68% - - -

22. I trust the people I work with to do what they say. 73% 71% 2 -0.01

23. My supervisor recognizes my efforts and contributions. 77% 69% 8 0.16

24. My supervisor helps me understand how my work is important to the organization. 66% 71% -5 -0.11

25. My supervisor gives me timely feedback on how I am doing. 60% 68% -8 -0.19

26. My supervisor helps me to develop and grow. 55% 69% -14 -0.29

27. My supervisor is approachable and easy to talk to. 80% 80% 0 0.00

28. My supervisor welcomes my opinions and feedback. 76% - - -

29. My supervisor sets clear performance expectations. 58% 82% -24 -0.48

30. My supervisor shares important company information with the team. 68% - - -

31. My supervisor fosters a motivating and energizing workplace. 59% 66% -7 -0.15

32. My supervisor treats me with fairness and respect. 81% 79% 2 0.08

33. My supervisor builds effective working relationships with all our team members. 61% 74% -13 -0.23

34. My supervisor leads by example. 67% - - -

35. I trust my supervisor. 74% 78% -4 -0.10



29

Global Benchmarks


Benchmark ∆ d

36. We work effectively across departments and functions. 39% 62% -23 -0.51

37. I feel comfortable collaborating with people on other teams. 70% - - -

38. I feel a connection to the University of Alaska Fairbanks beyond the people in my department. 62% - - -

39. This organization trusts employees to be responsible for achieving results. 56% 73% -17 -0.40

40. The University of Alaska Fairbanks effectively shares its strategy and vision of the future. 46% - - -

41. The vision and goals of the University of Alaska Fairbanks are important to me personally. 61% 84% -23 -0.59

42. There are opportunities for my own advancement within the organization. 43% 54% -11 -0.28

43. This organization has effective methods for receiving suggestions for change. 29% 49% -20 -0.49

44. This organization responds effectively to suggestions for change. 21% 49% -28 -0.67

45. My opinions are sought on issues that affect me and my job. 40% 61% -21 -0.52

46. I feel that I can speak up without fear of retribution or negative consequences. 45% 64% -19 -0.44

47. The University of Alaska Fairbanks communicates well with all employees about what is going on. 42% 56% -14 -0.32

48. The University of Alaska system-wide offices communicate well with all employees about what is going on.

29% 56% -27 -0.61

49. I am confident that positive changes will be made as a result of this survey. 17% 51% -34 -0.72

50. This organization cares about employees. 44% 68% -24 -0.58

51. I feel like I belong at the University of Alaska Fairbanks. 60% 77% -17 -0.50

52. I have confidence in the leadership team specifically at the University of Alaska Fairbanks. 35% 73% -38 -0.90

53. I have confidence in the University of Alaska system as a whole. 33% - - -

54. The success of this organization is personally important to me. 85% - - -



30

Global Benchmarks


Benchmark ∆ d

55. I believe the University of Alaska Fairbanks has a successful future. 59% 81% -22 -0.54

56. The University of Alaska Fairbanks does a good job at adapting to changes. 33% - - -

57. I am proud to tell people I work for the University of Alaska Fairbanks. 73% 89% -16 -0.48

58. I would recommend the University of Alaska Fairbanks as a great place to work. 55% 75% -20 -0.49

59. If given a choice, I would remain with the University of Alaska Fairbanks, even if a job with similar pay and benefits were available elsewhere.

58% 72% -14 -0.35



31

Comment Themes

Comment Strengths Comment CountTeam Members/The People 586Meaning/ Contribution/Job 438Students 343Culture 284Compensation and Benefits 239Alaska/ Fairbanks Community 175Empowerment/Autonomy 148Teamwork/Collaboration 102Management and Supervision 101Advancement/Growth/Feedback 97Schedule/Flexibility/Job Security 72"Nothing" 45Leadership/Vision/Values 40Tools and Resources 39Respect/Recognition/Appreciation 21Other 190

Comment Opportunities Comment CountBureaucracy and Politics 279Budgets and Funding 116Staffing and Job Stress 114Communication 107Internal Processes 99Valued and Respected 98Leadership/Lack of Vision 96Compensation and Benefits 94Parking/Parking Fees 82Poor Performing Employees 81Management/Micromanaging 76Job Security 74Training and Development 51Tools and Resources/Facilities 51Weather/Alaska 50Positive Feedback/Recognition 23Other 130

summary employee engagement analysis report€¦ · decisionwise employee engagement analysis...

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