the real value behind staff surveys merdic mcleod, m.ed. mary n.imbornone, m.ed devereux
TRANSCRIPT
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The Real Value BehindStaff Surveys
Merdic McLeod, M.Ed.
Mary N.Imbornone, M.Ed
Devereux
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CWLA Survey Question: 1
• The agency where I currently work could best be described as:
• A. Campus-Based (R.T.C.)
• B. Community Based
• C. Other
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CWLA Survey Question 2
• My primary work responsibilities are in the area of:
• A. Administration
• B. Human Resources
• C. Other
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CWLA Survey Question 3
• My learning style preference for conference workshops @ CWLA is:
• A. All Lecture
• B. Some Lecture, Some discussion
• C. All Discussion
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CWLA Survey Question 4
• My preference for reinforcement @ CWLA conferences is:
• A. Praise
• B. Chocolate
• C. Other fabulous giveaways
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CWLA Survey Question 5
• My preference for how CWLA workshops are managed is:
• A. End them five minutes early.
• B. End them on time.
• C. End them five minutes late.
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Best Practices: Survey Content
• Link questions to company’s performance or strategic direction
• Ask questions about behavior
• Include items that can be verified through another source.
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Best Practices: Survey Format
• Keep sections & questions uninterrupted by page breaks
• Position demographics at the end, rather than at the beginning
• Keep questions & sections of similar length.
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Best Practices: Survey Language
• Avoid asking two questions in one
• Mix up potential responses to include both negative & positive
• Avoid highly charged words
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Best Practices: Survey Measurement
• Avoid questions that require ranking only
• Use an odd number of responses, evenly spaced on the page
• Frequency questions (how often) provide a better picture
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Best Practices: Survey Administration
• Insure that the survey is anonymous
• Determine, in advance, units of analysis (by dept, by location,…)
• Limit survey time• Harvard Business Review, Feb 2002
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THINGS WE LEARNED...
• DO let staff know why you are surveying so that the process will be meaningful
• DO insure & demonstrate anonymity
• DO make it user friendly
• DO something with the results
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THINGS WE LEARNED...
• DON’T schedule the survey at a time that competes with other initiatives.
• DON’T assume staff’s access to the survey tool..check.
• DON’T overestimate the significance of the data.
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THINGS WE LEARNED...
• DON’T LET THE RESULTS SIT ON THE SHELF. DO SOMETHING WITH THE DATA.
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Survey Results Can Provide Information Which Drives:
• RECRUITMENT
• RETENTION
• ORGANIZATIONAL INITIATIVES
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Surveys Can Provide Information Which Identifies:
• TRENDS
• STRENGTHS
• WEAKNESSES
• OPPORTUNITIES
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RECRUITMENT DATA...
• Tells you where they come from and why
• Tells you how to better market yourself
• Provides an ROI on current recruitment practices
• Suggests how to best invest future recruitment dollars
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Sample Recruitment Questions
• What most attracted you to seek employment with us?
• How did you first hear about us?
• In what type of industry did you last work?
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DEVEREUX LEARNED…Why are they attracted to us?
• 1. Desire to work with children & adults
• 2. Opportunities suited to applicant’s qualifications
• Only 2% came for the compensation
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DEVEREUX LEARNED…Where did applicants come from?
• 36% came from a field outside of what we normally view as our competitors
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CWLA SURVEY QUESTION 6Why do staff leave their jobs?
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RETENTION DATA...
• Tells you what it would take to make people stay (satisfiers)
• Tells you what factors might make them leave you (dissatisfiers)
• Provides an ROI on current retention practices
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RETENTION DATA...
• Suggests how to best invest future retention dollars
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Sample Retention Questions...
• My supervisor treats me in a professional manner.
• I feel that there is meaningful recognition for a job well done.
• Feedback on staff performance is timely.
• Policies and practices are fairly applied.
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DEVEREUX LEARNEDPrimary Satisfiers Are...
• Strong affinity to the mission & vision of Devereux
• Training and Education opportunities are highly valued
• Increasingly satisfied with the quality of supervision
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DEVEREUX LEARNEDPrimary Dissatisfiers Are...
• Need to continue to improve timeliness of performance appraisals
• Need to improve giving meaningful recognition for job well done
• Need to increase the level of trust in the organization.
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ORGANIZATIONAL INITIATIVES DATA...
• Tracks the progress of organizational initiatives
• Measures staff awareness of organizational goals
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Sample O.I. Questions...
• I observe others in my department respecting the differences in others.
• My supervisor treats me and others without favoritism.
• Policies and practices are fairly applied.
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DEVEREUX LEARNED…
• The trend is positive in the diversity dimensions being tracked
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Employee Survey Resources
• Wonderlic Employee Opinion Survey
• London House Quality Health Care Employee Inventory
• Weidner Workplace Beliefs Survey
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CWLA SURVEY QUESTION 7How Many of You Are Currently Doing Organizational Surveys?
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What’s Working At Your Agency?