Coherence, Effectiveness,
Relevance:
Staff Survey Results for COUNTRY
Presentation of Staff Survey Results
GENERIC TEMPLATE
NOTE:
1. This tool/guidance has been developed based on the experiences of the DaO Pilot countries.
2. External team to present staff survey results to UNCT.
23 March 2016
1
PRESENTATION OUTLINE
•Introduction – Survey purpose and response rates
•Results 1 – Staff understanding of and views on CER
•Results 2 – Assessment of “building blocks for
change”
•Discussion – Review of key findings and
identification of actions to take
•Appendix
2
BACKGROUND AND PURPOSES OF SURVEY
•The Staff Survey intended to gather opinions from all UN
staff on the progress, challenges and key staff issues
related to CER in COUNTRY
•Specific purposes:
–….
3
SURVEY FORMAT AND RESPONSE RATE
• Survey structured to investigate two broad issues:
– Understanding of, support for and views of progress on CER
– Extent to which key “building blocks of change” for staff are in place
• Survey instrument:
– Three variations of the survey – full version (xx multiple choice questions,
a open response questions), short version for staff spending less than
10% of their time on CER (yy multiple choice questions, b open response
questions), HoA version (zz multiple choice questions, c open response
questions)
– Survey offered online with option to complete paper version
– Available in English and LANGUAGE (short version only)
– Survey open from DATE to DATE
• Response rate:
– XXX respondents (approx. A%) started the survey proper [excluding 40
respondents who left the survey within the first three questions]
– YYY respondents (approx. B%) completed all questions; fall off in
responses was gradual throughout the survey
– Generally good distribution of responses
Source: Staff Survey
4
DEMOGRAPHICS: For which UN organisation do
you work?
Responses by UN Organization/Unit
will be shown
Number of Responses by UN Organisation/Unit
Agency 1
10
Agency 2
Responses by UN Organization/Unit
will not be shown because of lack of
critical size
20
Agency 3
4
Agency 4
5
Agency 5
9
Agency 6
7
Agency 7
11
Agency 8
70
Agency 9
18
Agency 10
28
Agency 11
Agency 12
3
1
Agency 13
79
Agency 14
Agency 15
25
4
Note: N = X
Source: Staff Survey
5
DEMOGRAPHICS: What type of contract do
you hold?
Intern (including UNV intern)
UN Volunteer (International and National)
5%
Consultant
5%
(Special Service Agreement,
Service Contract, etc) 5%
G4-G7
Other
5%
Internationally recruited
20%
20%
20%
National Officer
20%
G1-G3
N = 100
Source: Staff
Staff Survey
Survey April 2008
Source:
6
DEMOGRAPHICS: gender, location, area, time
By Gender (N = 100)
By Primary Area of Work (N = 100)
Head of Agency
10%
Male 50%
45% Programmes
50% Female
45%
Operations
By Location (N = 100)
Other location
Outside COUNTRY
in COUNTRY
5%
5%
By Amount of time spent on CER (N = 100)
0%
0%-10%
25%
25%
90%
Capital City
Source: Staff Survey
50%
> 10%
7
IMPACT ON DAY-TO-DAY WORK
Occurred change (N = 100)
My job has not changed at all
My job is completely related to CER
20%
20%
How much has your
job changed already
because of CER?
My job is different in minor ways
20%
20%
Significant parts of my job are done differently
20%
I do some things differently every day
Expected change (N = 100)
Don’t know
10%
How much (further)
do you expect your
job to change
because of CER?
My job will not change at all
My job will completely change due to CER
10%
20%
20%
20%
My job will be different in minor ways
Significant parts of my job will be done differently
20%
I expect to do some things differently every day
8
Source: Staff Survey
PRESENTATION OUTLINE
•Introduction – Survey purpose and response rates
•Results 1 – Staff understanding of and views on the CER Initiative
– Understanding of and vision for CER
– Effectiveness of communications
– Belief and support for CER
– Views on progress of CER
– Views on most obstacles and actions needed
•Results 2 – Assessment of “building blocks for change”
•Discussion – Review of key findings and identification of actions to take
•Appendix
NOTE:
Yellow boxes will mark interesting
findings, not necessarily requiring
action
NOTE:
Red boxes will mark important
findings, that may indicate required
action
9
UNDERSTANDING OF CER: What is your vision
for the UN in country in 2010?
Other
5%
F
5%
A
20%
E
10%
10%
10%
D
B
10%
C
Most commonly cited visions are A
and B
Open response question, N = 200
Source: Staff
Staff Survey
Survey April 2008
Source:
10
UNDERSTANDING OF CER: What is your vision
for the UN in country in 2010 …? [sample
quotes from open responses]
“….”
A
“….”
“….”
“….”
B
“….”
C
D
E
F
“….”
“….”
“….”
“….”
“….”
“….”
“….”
11
Source: Staff Survey
COMMUNICATION: Overall ratings of current
communications.
Survey questions
Strongly
disagree
1
2
Strongly
agree
3
4
*I am receiving the information I need regarding the current status and the
next steps being taken on the CER Initiative in country (N=330)
5
4,00
**I see the UN speaking with One Voice externally in country through
coordinated communications and advocacy efforts (N=145, Don't know=8)
3,00
**I feel there is sufficient level of communication about the CER Initiative
to outside stakeholders (N=125, Don't know=12)
3,00
More positive about internal
communications than external
communications.
* Not asked in HoA version
** Only asked in full version of survey
Source: Staff
Staff Survey
Survey April 2008
Source:
12
SUMMARY – STAFF UNDERSTANDING AND
VIEWS ON CER (1/2)
Understanding
of CER
Communications
Belief and
support
• …
• …
• …..
13
Source: Staff Survey
SUMMARY – STAFF UNDERSTANDING AND
VIEWS ON CER (2/2)
Views on
progress
Views on
obstacles
• ….
• …
14
Source: Staff Survey
PRESENTATION OUTLINE
•Introduction – Survey purpose and response rates
•Results 1 – Staff understanding of and views on the CER Initiative
•Results 2 – Assessment of “building blocks for change”
– Introduction to the “building blocks for change” framework
– UNCT ratings of importance of building blocks for CER
– Extent to which building blocks are in place today
– Most important issues from individual questions
•Discussion – Review of key findings and identification of actions to
take
•Appendix
NOTE:
Yellow boxes will mark interesting
findings, not necessarily requiring
action
NOTE:
Red boxes will mark important
findings, that may indicate required
action
15
“BUILDING BLOCKS FOR CHANGE” FRAMEWORK
Need to know
where we are
going …
Capacities &
Skills
Need to have
the ability and
reasons to
change …
Clear
Direction
Motivation &
Incentives
Support from
Government
Leadership
Accountability
Support from
Donors
Organisation
Culture &
Values
Manageability
of Workload
Support from
Agency HQs
Need to see others
want the change …
16
Source: Staff Survey
1=Not at all important
UNCT RATING OF IMPORTANCE OF
“BUILDING BLOCKS”
2=Minor factor
3=Significant factor
4=Very important
5=Essential
Average score
Clear Direction
Leadership
Capabilities and Skills
Motivation and Incentives
Accountability
Organizational Culture and Values
Manageability of CER Workload
Support from the Government
Support from Donors
Support from Headquarters
*HoA version only, N=Z
Source: Staff Survey
50%
20% 10%
10%
a
50%
10%
20% 10%
10%
b
50%
10%
20% 10%
10%
c
50%
10%
20% 10%
10%
d
50%
10%
20% 10%
10%
e
50%
10%
20% 10%
10%
f
50%
10%
20% 10%
10%
g
50%
10%
20% 10%
10%
h
50%
10%
20% 10%
10%
i
50%
10%
20% 10%
10%
j
10%
All factors
considered very
important –
headed by Support
from Gov’t,
Direction, and
Leadership.
17
EXTENT TO WHICH “BUILDING
BLOCKS” ARE IN PLACE TODAY:*
1
Not at all in place
2
3
Clear Direction
3.00
Leadership
3.00
Capabilities and Skills
Motivation & Incentives
(Almost) fully in place (Score
> 3.66)
Halfway in place (Score >2.33
and <3.66)
Not in place (Score <2.33)
Fully in place
4
5
4.00
2.00
Accountability
4.50
Organizational Culture and Values
3.00
Manageability of CER Workload
3.00
Support from Government
4.00
Support from Donors
Most of the
“building blocks”
4.00 seem to be fairly
well in place ...
3.00
Support from Headquarters
2.33
3.66
* Note: This shows the overall computed average per building block for the relevant questions from all version of
the survey by adding up the sum of responses and dividing by the number of responses by building block. N differs
by building block due to the drop out rate in the survey and ranges from AAA to BBB (CCC to DDD for questions
only asked in the long survey).
Source: Staff Survey April 2008
18
“BUILDING BLOCKS” TODAY: full, short and
HoA version
1
Not in place at all
2
3
Clear Direction
Fully in place
5 Overall
average
4
3.00
3.20
3
3.00
3.20
3
2.60
Leadership
2.60
4.50
4
4.00
2.00
2.00
2.00
2
4.50
4.40 4.80
Accountability
Organizational Culture and Values
Manageability of CER Workload
3.00
3.00
3.00
2.80
3.50
3
4.00
Support from Government
Support from Headquarters
4.5
3
3.00
Support from Donors
Short Survey –
Min N =176*
HoA Survey
– N=13
3.80
Capabilities and Skills
Motivation & Incentives
Long Survey –
Min N = 118*
4.00
4
Respondents
have similar
views on the
“building
blocks” – those
heavily involved
in CER, those
not much
involved to date
and HoAs.
3.00
3
3.00
4.00
4.00
4
Note: For the Short version and the HoA version, the questions that form a building block are a subset of those questions that form the building block in the
Full version
19
* N differs by question and building block due to the drop out rate in the survey (max would be N=X for the Full version and N=Y for the Short version)19
Source: Staff Survey
“BUILDING BLOCKS” TODAY: range of average
scores across agencies.
Overall Average
Range between UN organizations/units
Minimum
5
Fully in
place
4,50
3,50
4,50
3,50
4,50
3,50
3,50
4,50
3,50
3
2,50
1
1=
Not in
place
at all
Clear
Direction
Leadership
Capabilities Motivation &
and Skills
Incentives
Accountability
Organizationa Manage- Support from Support from Support from
l Culture and ability of CER Government
Donors
HQ
Values
Workload
Note: N for overall average = XXX, Building block ranges were computed by looking at the minimum and the maximum per building block
among each of the UN Organizations. In some cases, the minimum or maximum may correspond to a UN organization for which individual
results will not be shown due to insufficient number of responses
Source: Staff Survey
20
BUILDING BLOCKS – LIST OF 10 HIGHEST RATED
QUESTIONS
• ….
* Not asked in short version
** Not asked in short version and HoA version
Source: Staff Survey
21
BUILDING BLOCKS – LIST OF 10 LOWEST RATED
QUESTIONS
• ….
^ Note : For the purpose of presentation, the original survey question has been negated and responses have been converted accordingly – i.e. “strongly
agree” becoming “strongly disagree” etc. For example, “ I do not believe that the CER Initiative could lead to the removal of my post” was originally phrased
as “I believe that the CER Initiative could lead to the removal of my post”. By reversing the statement, results become comparable on the 1 to 5 scale and can
be included to compute the Building Block average.
* Not asked in short version, ** Not asked in HoA version
Source: Staff Survey
22
CLEAR DIRECTION
Strongly
disagree
1
2
Survey questions
Strongly
agree
4
5
3
*I know what are the objectives of the CER Initiative (n=334)
4,00
*I understand why the UN system is pursuing the CER Initiative (n=330)
4,00
I am receiving the information I need regarding the current status and
the next steps being taken on the CER Initiative in country (n=330)
**The UNCT (i.e. Resident Coordinator and Heads of Agencies) all
have the same vision for the CER Initiative (n=137, Don't know/NA=16)
3,50
2,00
*The CER Initiative agenda provides clear direction
for most of the UN’s activities in country (n=153)
3,00
**I understand what ‘CER Initiative’ is going to mean for me
and how it is going to impact my job (n=330)
3,00
**I see the UN speaking with One Voice externally in country through
coordinated communications and advocacy efforts (n=145)
3,00
Ø3
….
* Not asked in HoA version
** Not asked in Short version
Source: Staff Survey
23
SUMMARY – ASSESSMENT OF “BUILDING
BLOCKS FOR CHANGE”
• …
Overall
• …
Key issues to
address
24
Source: Staff Survey
PRESENTATION OUTLINE
•Introduction – Survey purpose and response rates
•Results 1 – Staff understanding of and views on the
CER Initiative
•Results 2 – Assessment of “building blocks for
change”
•Discussion – Review of key findings and
identification of actions to take
•Appendix
25
KEY FINDINGS THAT COULD MERIT ACTION
Key finding
Evidence from staff survey
…
•…
26
Source: Staff Survey
FORMAT FOR ACTION PLAN
Issue to address
Actions to take
Responsibility Timing
…
•
•
•
…
•
•
•
…
•
•
•
…
•
•
•
…
•
•
•
…
•
•
•
…
•
•
•
…
•
•
•
27
Source: Staff Survey, TBD
PRESENTATION OUTLINE
•Introduction – Survey purpose and response rates
•Results 1 – Staff understanding of and views on the
CER Initiative
•Results 2 – Assessment of “building blocks for
change”
•Results 3 – Staff well-being and fair treatment
•Discussion – Review of key findings and
identification of actions to take
•Appendix
28
APPENDIX
“Building block” and well-being & fair treatment
average scores by UN organisation/unit
Data tables by demographic breakdowns
Standard deviations for survey questions on each of the
“building blocks”
29
BUILDING BLOCK – CLEAR DIRECTION
Strongly disagree
1
2
3
Agency 1
Strongly agree
5
4
3,00
Agency 2
4,00
Agency 3
4,00
Agency 4
Agency 5
3,00
2,00
Agency 6
3,00
Agency 7
3,50
Agency 8
4,00
Agency 9
4,00
Agency 10
2,00
Agency 11
2,50
Agency 12
3,00
Agency 13
3,50
Agency 14
4,00
Agency 15
3,50
Agency 16
Agency 17
3,00
2,00
Note: Where number of
responses<5, responses
are not shown
30
Source: Staff Survey
APPENDIX
“Building block” and well-being & fair treatment average scores by UN
organisation/unit
Data tables by demographic breakdowns
- Responses to questions on most important reasons for CER, most
important objectives of CER and agency/UN identification by UN
organisation, contract type, gender, etc.
- Responses to other questions by UN organisation/unit
- Reponses to other questions by type of survey, programmes vs.
operations, gender
- Responses to other questions by contract, involvement with CER,
location and tenure
Standard deviations for survey questions on each of the “building blocks”
31
REASON FOR CER (1/2): What in your view is
the most important reason why the CER
Initiative is being pursued?
Demographics
Survey version
Aggregate Average
Short survey
Long survey
HoA survey
A
B
IC
D
E
F
G
H
I
J
K
L
UN organisation/unit M
A desire by the Country
Responding to
Team to improve the
Pressure from staff government
UN’s performance
demands
A%
B%
Responding to
Donors
C%
Responding to pressure
from HQ
D%
Other
E%
F%
Insert data in tables
Programmes
Programmes/ Ops Oprations
Internationally recruited (including JPO/APO)
National Officer (NOA, NOB, NOC, NOD)
G4-G7
G1-G3
UN Volunteer (International and National)
Consultant (Special Service Agreement,
Service Contract, etc)
Type of Contract Intern (including UNV intern)
Source: Staff Survey
32
APPENDIX
“Building block” and well-being & fair treatment average scores by
UN organisation/unit
Data tables by demographic breakdowns
- Responses to questions on most important reasons for CER,
most important objectives of CER and agency/UN
identification by UN organisation, contract type, gender, etc.
- Responses to other questions by UN organisation/unit
- Reponses to other questions by type of survey, programmes
vs. operations, gender
- Responses to other questions by contract, involvement with
CER, location and tenure
Standard deviations for survey questions on each of the “building
blocks”
33
CLEAR DIRECTION – AVERAGE RESPONSE BY
UN ORGANIZATION WHERE NO OF RESPONSES
>4 (5= Strongly agree, 1= Strongly disagree)
Aggregat
Agenc
Agency Agency Agency Agency Agency
Agenc Agency Agency Agency Agency Agency Agency
e
yF
A
B
C
D
E
yG
H
I
J
K
L
M
average
Question
I know what are the objectives of the CER Initiative
I understand why the UN system is pursuing the CER
Initiative
The CER Initiative agenda provides clear direction for
most of the UN’s activities in country
I am receiving the information I need regarding the
current status and the next steps being taken on the
CER Initiative in country
Insert data in tables
The UNCT (i.e. Resident Coordinator and Heads of
Agencies) all have the same vision for the CER
Initiative
I understand what ‘CER Initiative’ is going to mean for
me and how it is going to impact my job
I see the UN speaking with One Voice externally in
country through coordinated communications and
advocacy efforts
CLEAR DIRECTION - BUILDING BLOCK AVERAGE
Note: Where number of respondents <5, fields are marked as X – however, the hidden responses are still used to compute the building block
average
Source: Staff Survey
34
APPENDIX
“Building block” and well-being & fair treatment average scores by
UN organisation/unit
Data tables by demographic breakdowns
- Responses to questions on most important reasons for CER,
most important objectives of CER and agency/UN
identification by UN organisation, contract type, gender, etc.
- Responses to other questions by UN organisation/unit
- Reponses to other questions by type of survey, programmes
vs. operations, gender
- Responses to other questions by contract, involvement with
CER, location and tenure
Standard deviations for survey questions on each of the “building
blocks”
35
COMMUNICATION– AVERAGE RESPONSE
WHERE NUMBER OF RESPONSES >4 (5=
Strongly agree, 1= Strongly disagree)
Aggregate
average
Question
1. Survey type
2. Programmes/
Operations
Full
Short
HoA
version version version
ProOperations
grammes
3. Gender
Female
Male
I am receiving the information I need regarding the current
status and the next steps being taken on the CER Initiative in
country
I feel there is sufficient level of communication about the CER
Initiative to outside stakeholders
I see the UN speaking with One Voice externally in country
through coordinated communications and advocacy efforts
Insert data in tables
Did you attend the first Town Hall Meeting on xxx at xxx?
(yes=4, no=2)
Did you attend the second Town Hall Meeting on xxx at xxx?
(yes=4, no=2)
I find Town Hall Meetings an effective communication channel
for learning about the CER Initiative (yes=4, no=2)
I find the One to Know Newsletter an effective communication
channel for learning about the CER Initiative (yes=4, no=2)
I find the UN country website an effective communication
channel for learning about the CER Initiative (yes =4, no=2)
Note: Where number of respondents <5, fields are marked as X, however, the hidden responses are still used to compute the building block
average
Source: Staff Survey
36
APPENDIX
“Building block” and well-being & fair treatment average scores by
UN organisation/unit
Data tables by demographic breakdowns
- Responses to questions on most important reasons for CER,
most important objectives of CER and agency/UN
identification by UN organisation, contract type, gender, etc.
- Responses to other questions by UN organisation/unit
- Reponses to other questions by type of survey, programmes
vs. operations, gender
- Responses to other questions by contract, involvement with
CER, location and tenure
Standard deviations for survey questions on each of the “building
blocks”
37
BELIEF AND SUPPORT (1/2)–AVERAGE
RESPONSE WHERE NUMBER OF RESPONSES >4
(5= Strongly agree, 1= Strongly disagree)
Type of Contract
Inter NOA
Cons
Agg.
G4- G1Inter
natio UNV ultan
Avg.,
G7 G3
n
ns NOD
t
Question
Amount of time spent on
CER
0
75%0- 10%- 50%100
10% 25% 75%
%
Location
abc def ghi
Tenure within UN system
Tenure with the UN in
country
>2 >5
>1
1-2 and and > 10
and
<1
<1
year <5 <10 year
<2
year
year
s year year s
year
s
s
s
>2
and
<5
year
s
>5
and >10
<10 year
year s
s
I like the idea of the CER Initiative
I believe that the CER Initiative is
the right way to increase the
impact of the UN system in
country
I believe that the CER Initiative will
increase the impact of my agency’s
work in country
I believe the CER Initiative will
significantly reduce inter-agency
conflict within the UN system in
country
I think it is a good idea for the UN
to speak with One Voice in
country, i.e. coordinating
communications and advocacy
efforts
I am confident that the CER
Initiative will be a success in
country
Insert data in tables
I am confident that I can help to
achieve the CER Initiative in
country
Note: Where number of respondents <5, fields are marked as X, however, the hidden responses are still used to compute the building
block average
Source: Staff Survey
38
APPENDIX
“Building block” and well-being & fair treatment
average scores by UN organisation/unit
Data tables by demographic breakdowns
Standard deviations for survey questions on each of the
“building blocks”
39
CLEAR DIRECTION
Strongly disagree
Survey questions
1
2
3
Strongly
agree
4
5
Std.
Dev.
*I know what are the objectives of the CER Initiative (n=334)
4,00
0,5
*I understand why the UN system is pursuing the CER Initiative (n=330)
4,00
1,00
I am receiving the information I need regarding the current status and
the next steps being taken on the CER Initiative in country (n=330)
**The UNCT (i.e. Resident Coordinator and Heads of Agencies) all
have the same vision for the CER Initiative (n=137, Don't know/NA=16)
3,50
1,00
1,50
2,00
*The CER Initiative agenda provides clear direction
for most of the UN’s activities in country (n=153)
3,00
0,50
**I understand what ‘CER Initiative’ is going to mean for me
and how it is going to impact my job (n=330)
3,00
0,90
**I see the UN speaking with One Voice externally in country through
coordinated communications and advocacy efforts (n=145)
3,00
0,80
* Not asked in HoA version
** Not asked in Short version
Source: Staff Survey
40