HCC PACE Survey
2014
Overview
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What is the PACE?
Why do we do it?
HCC’s PACE results
Next steps
Questions?
What is the PACE survey?
Personal Assessment of Campus
Environment (PACE) is a measure of
organizational climate.
It is administered by the National Initiative
for Leadership and Institutional
Effectiveness at North Carolina State
University (NILIE)
What is the PACE survey?
Organizational climate consists, in part, of
the prevailing conditions that affect
employee satisfaction (morale and feelings)
and productivity (task completion and goal
attainment) that exist at a particular moment
in time.
Baker, G. A., & Associates. (1992). Cultural leadership: Inside America's community colleges. Washington, DC:
Community College Press.
What is the PACE survey?
• Individual behavior influences and is
influenced by the organizational climate:
– Inspiring, motivating and rewarding—positive
climate
– Self-serving, autocratic, or punishing—
negative climate
• Prevailing campus climate reveals the
leadership style of the organization
What is the PACE survey?
PACE is a research-based instrument. It is based on
Likert’s Leadership Systems.
• Applies well to community colleges
• Describes climate and responses to leadership style
• Articulates ways leadership effectiveness and
organizational climate could be improved
• System 4—Collaboration—results in greater productivity,
job satisfaction, communication and better organizational
climate overall
Likert, R. (1967). The human organization: Its management and value. New York, NY: McGraw-Hill.
What is the PACE survey?
4
•Collaborative
3
•Consultative
2
•Competitive
1
•Coercive
What is the PACE survey?
The Four Systems
Best-• System 4—Collaboration: High confidence in
employees; decision-making widely dispersed
and well integrated across levels; employees
primarily influenced through participation,
recognition and rewards.
Pretty good-• System 3—Consultation: Some confidence in
employees; more decisions at the lower levels;
most influence through rewards but some
punishment.
What is the PACE survey?
The Four Systems
Not so good-• System 2—Competition: Limited confidence
and trust in employees; decisions involve
middle levels but power retained at top; some
influence through rewards, but mostly through
fear and punishment.
Pretty bad-• System 1—Coercion: Limited confidence and
trust in employees; top-down decisions;
influence through fear and punishment.
What is the PACE survey?
• 46-item instrument
• Respondents evaluate four elements of
college climate—the climate factors
What is the PACE survey?
Climate Factors
Institutional Structure
Outcome
Driver
Supervisory Relationships
Leadership
Student Focus
Teamwork
Student
Success
What is the PACE survey?
Data from the PACE Report include:
– Quantitative comparisons among subgroups
– Quantitative comparisons to NILIE norm base
– Qualitative comments used to support and
deepen quantitative findings
Why administer PACE?
• It’s one measure of overall institutional
effectiveness. (MSCHE, Standard 7)
• It allows us to evaluate unique campus
initiatives (governance, wellness,etc.)
• It provides actionable insights into
important employee issues and concerns.
• It’s supported by research and rigorously
tested for validity.
HCC’s PACE results
Responses by Functional Role
Administrator/Dean
10%
Faculty Tenure Track
17%
Staff
63%
Faculty Professional
Contract
10%
Total number of employees: 350
Surveys returned: 288 (82.3%)
HCC’s PACE results
Climate Scores of All HCC Employees
5
Collaborative
4
Consultative
3
Competitive
2
2014
2014
Coercive
2012
2011
1
Institutional
Structure
Supervisory
Relationships
Teamwork
Student Focus
* Overall does not include the customized section developed specifically for HCC.
Custom
Overall*
HCC’s PACE results
Climate Scores of All HCC Employees
Overall Results 2005-2014
5
Collaborative
4
2005
Consultative
2008
2011
3
2014
Competitive
2
Supervisory
Relationships
Institutional
Structure
Teamwork
Student Focus
* Overall does not include the customized section developed specifically for HCC.
Overall
HCC’s PACE results
Climate Scores by Functional Role
5
Collaborative
4
Consultative
3
Administrator/Dean
Competitive
Faculty Tenure Track
2
Faculty Professional
Contract
Staff
Coercive
1
Institutional
Structure
Supervisory
Responsibility
Teamwork
Student Focus
* Overall does not include the customized section developed specifically for HCC.
Custom
Overall*
HCC’s PACE results
Factor 1: Institutional Structure
5
Collaborative
4
Consultative
3
Competitive
Administrator/Dean
2
Faculty Tenure Track
Faculty Professional Contract
Coercive
Staff
1
1
4
5
6
10
11
15
16
22
25
29
32
38
41
44
HCC’s PACE results
Factor 2: Supervisory Relationships
5
Collaborative
4
Consultative
3
Administrator/Dean
Competitive
Faculty Tenure Track
2
Faculty Professional Contract
Coercive
Staff
1
2
9
12
13
20
21
26
27
30
34
39
45
46
HCC’s PACE results
Factor 3: Teamwork
5
Collaborative
4
Consultative
3
Competitive
Administrator/Dean
Faculty Tenure Track
2
Faculty Professional Contract
Coercive
Staff
1
3
14
24
33
36
43
HCC’s PACE results
Factor 4: Student Focus
5
Collaborative
4
Consultative
3
Administrator/Dean
Competitive
Faculty Tenure Track
2
Faculty Professional Contract
Staff
Coercive
1
7
8
17
18
19
23
28
31
35
37
40
42
HCC’s PACE results
College-specific Questions
Questions 47-52 relate to Collegial
Governance
Questions 53-56 relate to Diversity
HCC’s PACE results
College-specific Questions
5
Collaborative
4
Consultative
3
Competitive
Administrator/Dean
2
Faculty Tenure Track
Faculty Professional Contract
Staff
Coercive
1
47
48
49
50
51
52
53
54
55
56
HCC’s PACE results
HCC Compared with PACE National Norm Base
5
Collaborative
4
Consultative
3
Competitive
2
2014 PACE
Coercive
Norm Base
1
Institutional
Structure
Supervisory
Relationships
Teamwork
Student Focus
Overall
HCC’s PACE results
Top Areas of Excellence (Overall)
Item
#8
Mean
4.43
#2
4.41
#31
4.23
#37
4.22
#9
4.20
#27
4.16
Area of Excellence
The extent to which I feel my job is relevant to
this institution’s mission
The extent to which my supervisor expresses
confidence in my work
The extent to which students receive an
excellent education at this institution
The extent to which this institution prepares
students for further learning
The extent to which my supervisor is open to the
ideas, opinions, and beliefs of everyone
The extent to which my supervisor seriously
considers my ideas
HCC’s PACE results
Top Areas of Excellence (Overall)
Item
#18
Mean
4.15
#3
4.07
#26
4.07
#35
4.07
#36
4.07
#39
4.07
Area of Excellence
The extent to which student ethnic and cultural
diversity are important at this institution
The extent to which there is a spirit of
cooperation within my work team
The extent to which my supervisor actively seeks
my ideas
The extent to which this institution prepares
students for a career
The extent to which my work team coordinates
its efforts with appropriate individuals and teams
The extent to which I am given the opportunity to
be creative in my work.
HCC’s PACE results
Top Priorities for Change (Overall)
Item
#38
Mean
2.90
#15
3.05
#32
3.15
#10
3.18
#4
3.19
Area for Improvement
The extent to which I have the opportunity for
advancement within this institution
The extent to which I am able to appropriately
influence the direction of this institution
The extent to which this institution is
appropriately organized
The extent to which information is shared within
this institution
The extent to which decisions are made at the
appropriate level at this institution
HCC’s PACE results
Top Priorities for Change (Overall)
Item
#25
Mean
3.23
#22
3.27
#16
3.28
#41
3.50
#11
3.54
Area for Improvement
The extent to which a spirit of cooperation exists
at this institution
The extent to which this institution has been
successful in positively motivating my
performance
The extent to which open and ethical
communication is practiced at this institution
The extent to which I receive adequate
information regarding important activities at this
institution
The extent to which institutional teams use
problem-solving techniques
HCC’s PACE results
Questions with most divergent responses (between
personnel classifications)
Custom questions—
52. The extent to which I receive communication
from my constituency group. (1.24)
48. The extent to which collegial governance is
embraced and practiced…(.9)
51. The extent to which I have received feedback
when I’ve raised concerns…(.77)
50. The extent to which collegial
governance…has improved in past 3 yrs. (.6)
HCC’s PACE results
Questions with most divergent responses (between
personnel classifications)
Institutional Structure—
22. The extent to which this institution has been
successful in positively motivating my
performance. (.83)
32. The extent to which this institution is
appropriately organized. (.7)
25. The extent to which a spirit of cooperation
exists...(.66)
16. The extent to which open and ethical
communication is practiced…(.62)
HCC’s PACE results
Questions with most divergent responses (between
personnel classifications)
Supervisory Relationships—
39.The extent to which I am given the opportunity
to be creative in my work. (.73)
9. The extent to which my supervisor is open to
the ideas, opinions, and beliefs of everyone. (.64)
HCC’s PACE results
A couple of notes on the “comments” section
NILIE has changed its reporting of the comments.
• In all prior years, only “sample” comments were
included and keyed to the four institutional
factors.
• This year, ALL comments* were included and
keyed to one or more institutional factor.
*several comments—no more than 8—were deleted as they contained
information that made the commenter identifiable.
HCC’s PACE results
A couple of notes on the “comments” section
• In 2011, 51.5% of respondents (138)
made comments.
• In 2014, 49.7% of respondents (143)
made comments.
Next Steps
• The PACE Road Show—smaller, customized
presentations to various groups
 Governance groups
 VP-area leadership groups
 Committees
 Others?
• Regroup in six months
• One year later—revisit, share, discuss
• Document process, changes for PRR
(2016-17)