2008
Quality Improvement Program
Employee Climate Survey
Fresno
Prepared by:
Ken DeVane
Business Solutions Services
Office of the Chancellor
Original Report Date: 11/4/08
(Revised with addition to introduction: 3/26/09)
Page 1
Employee Climate
Fresno
Survey Campus Coordinator Contact
The following individual(s) reviewed, customized and approved the survey content.
Name: Tom Gaffery
E-mail: tgaffery@csufresno.edu
Phone: 559-278-8642
Date Survey Opened: 10/06/08
Date Survey Closed: 10/20/08
Survey Administration & Analysis
The web-based surveys were conducted using Remark Web Survey 4.0.
The survey URL was distributed to the sample group via e-mail sent by the Chancellor’s
Office.
Analysis was performed and reports created using Excel 2007.
Population and Sample
The Employee Climate survey was sent to all administrative services employees.
Population (Administrative Services)
Sample Selected Responses MPP
63
63
44
Staff
368
368
193
Total 431 431 237 Minimum Response Rate 70%
52%
55% Note: The response rate listed above should be considered as minimum values as it
assume that all individuals on the campus-provided e-mail list had an opportunity to take
the survey. In some cases the number of individuals that will have received the e-mail
link may be lower than the number of emails sent.
Page 2
Survey Promotion
Invitation Letter
The following invitation letter was used to inform employees of the survey.
September 22, 2008
To all Administrative Services Staff:
At our last Division-Wide Meeting in March 2008, I presented Powering the New California and
what it means to each of us. Every day Administrative Services employees are providing
operational support that is critical to the University’s success. In doing so, we are driven by our
goals outlined in the Strategic Plan for Excellence III and our shared values of:
•
•
•
•
•
•
•
Honesty, Integrity, Ethical Behavior
Leadership, Motivation
Creative Teamwork
Accountability
Efficient Timely Service
Fiscal Responsibility
Create a Positive Workplace
It is important to measure if we are meeting our goals and demonstrating our shared values. By
creating a tool to measure success, we will have a greater understanding of the level of support
provided to the campus and how we can improve ourselves.
On October 6, you will receive an invitation via campus mail and e-mail to take a survey
regarding the organizational climate of Administrative Services. I personally ask for your candid
opinion about your work environment. The survey will be accessible online and in print copies;
which will be available from your supervisor. You have my personal assurance this survey and
its results will remain anonymous and no individual employee can be identified. Once the
survey results are compiled, a summary will be distributed to all Administrative Services
employees so that each area has an opportunity to focus on outcomes most important to them.
I am very excited about the survey process and eager to see the results as it will give us an
excellent opportunity to clearly identify areas of success and areas needing attention. I welcome
you to participate in the survey.
Thank you for your time and valuable input that will help continue Powering the New California.
Cynthia Teniente-Matson
Vice President for Administration
Page 3
Survey Promotion, Continued
Flyer
Fresno State utilized the following flyer to promote the 2008 Employee Climate survey.
Departments had the opportunity to win a lunch.
Page 4
CSU Employee Climate Surveys Introduction The CSU Quality Improvement Program administers Employee Climate or Satisfaction surveys for several different campuses. These are custom surveys created by the client campus and are usually designed for relatively basic analysis and reporting. Current Campus Survey Objectives Employee satisfaction, commitment, engagement, and loyalty are recognized as prerequisites and drivers of organizational performance in terms of effectiveness, efficiency, and safety. While the current campus climate surveys are customized for each campus, they tend to have common objectives. • Provide employees a chance to make confidential feedback. • Assess the work environment and identify opportunities to improve. • Solicit employee suggestions. • Demonstrate the organization’s commitment to employee wellbeing. Dimensions assessed typically include the degree to which employees feel that they: • Understand the organization’s objectives. • Are encouraged and supported to satisfy internal and external customers. • Take initiative. • Are involved in decision making. • Have the tools, resources and information they need. • Receive guidance and feedback. • Experience teamwork, cooperation and courtesy from others. • Contribute to the organization’s success. • Are appropriately rewarded or recognized. Current Campus Survey Question Format Questions are typically formatted for a 5‐point agreement scale. Some campuses request and include a “Don’t Know” option. Example: Please indicate the degree to which you agree or disagree with the following statement. Strongly Disagree
Neutral Agree Strongly Disagree Teamwork is encouraged in my department My direct supervisor involves me in determining performance goals O O O O O O O O O Agree O Page 5
Report Tables Responses are summarized in tables with both counts and percentages as shown below in the examples below. The tables include the total percentage of Adverse responses (Strongly Disagree + Disagree) and the total percentage of Positive responses (Agree + Strongly Agree). Note that per request from some campuses the tables also include an average score based on calculations assigning a value of 1 to Strongly Disagree to 5 for Strongly Agree. This value is also used in sorting values to create a chart for the report and are not recommended for other comparisons between questions or campuses. (See the note below.) Example Table: Count of Responses Example Table: Percentage of Responses Graphical Representation of Results Core questions are presented in a chart that is sorted so that questions having the most adverse responses (Strongly Disagree + Disagree) are at the top to facilitate identifying priorities. (If questions have the same percent adverse then questions with the lowest average score are toward the top.) Chart ‐ sorted with most adverse responses at top. Page 6
Special Note: Use of Average Scores versus Percent by Response Category While average scores are calculated for each question, the use of these values to compare or to identify opportunities is not recommended. Consider a hypothetical situation comparing two questions. Assume that each question receives 100 responses as shown in the table below. For Question A, all 100 respondents indicated “Agree,” while for Question B we find that75 respondents selected “Strongly Agree” and 25 “Strongly Disagree.” Response
Category
Strongly
Disagree
Disagree
Neutral
Agree
Strongly
Agree
Weighting Value
1
2
3
4
5
Question A
Question B
25
100
75
From the results above we conclude that the respondents have very different perceptions regarding questions A and B. However, the calculation for the average value results in both having the same value. For Question A all 100 respondents are given a value of 4, resulting in a mean score of 4.0. For Question B, we find the mean score is also 4.0, as shown below. MeanB =
(25 × 1) + (75 × 5) = 400 = 4.0
100
100
While it is obvious that there are differences between the responses, if we had relied only on the mean score we would not have discovered this fact. Page 7
Reviewing Survey Results Upon request QI Program staff will visit campuses to present results, discuss analysis and interpretation, and discuss approaches that campuses can use to identify priorities. Following are general suggestions for working with survey results based on the current typical climate survey format. • All organizations have opportunities to improve. Don’t assume that a department or area that has high scores does not have areas that it can improve. • Focus on the philosophy of continuous improvement rather than trying to identify the “bad apples.” Use data for learning, not for judgment. Fix problems, not blame. • While the survey response rate may be lower than you desire, and it is always possible that there may be bias, give the responses serious consideration. A group of individuals have taken the time and put in the effort to provide you with input, and you now have an opportunity to demonstrate your willingness to listen and to improve the organization. • Identify areas with high percentages of adverse responses. Can you determine what level of adverse response is significant for your organization? For example, what is the cost of having employees feel that they are not recognized, or feel that they do not have the tools or resources needed to effectively accomplish their jobs? What is the impact of having an environment where employees do not feel that they are encouraged to participate in problem solving or in making suggestions? As a general rule‐of‐thumb, consider areas where there is more than 10% as being indicative of having an opportunity to improve. These are cases where more than one in ten individuals expresses some level of dissatisfaction. • When many areas have a high percentage of adverse responses you will need to find other ways to prioritize. See if the questions group into themes or if you can identify reasonable priorities based on the types of attributes being assessed. There are numerous factors to consider when identifying priorities. These include the severity of the issue, relative importance, the cost to or impact on the organization of the issue, and the effort and resources or cost needed to effect an improvement. • Consider multiple sources of information. Do the free‐text comments clarify or help you understand questions that have high percentages of adverse responses? Have department personnel expressed concerns or complaints about these areas in the past? Do the results confirm your own process knowledge or your personal observations of an area? • What can you learn from the higher performing areas? If one department has better scores on an item, find out what that department is doing. • Depending on the questions asked in your survey, it may be possible to identify the importance of different questions or topics (e.g. how strongly they correlate to some measure of overall satisfaction) as well as examine other relationships between different questions. If you are able to determine some measure of importance, you could prioritize based on the relationship between the importance versus performance of different questions. For example, if two questions have the same overall performance (in terms of top box, percent adverse, or average score) you might consider the more important items as being a higher priority for improvement. Page 8
•
Examine the free‐text comments to see if there are any general themes or trends that appear more often than others. Individuals close to the processes in question can classify the comments and create a Pareto chart showing the frequency and cumulative percentage of the various types of comments. Pareto charts of comment themes Categorize comments •
You may need a team or other organized effort to better understand an issue. Consider the use of additional analysis, interviews, focus groups, or direct process observation prior to attempting to make improvements. Clarify and understand the meaning of employee responses to a question. Determine if the issue is localized to any particular area or demographic group. o Example: Assume “I receive recognition for my good work” has a high percent adverse. Is the high percent adverse found in many areas of the organization or just a few? What do employees say about recognition in their area? What forms of recognition are currently used, if any, and what do employees think about them? What forms of recognition might be effective? o Example: Assume “I am satisfied with the leadership in my department” has a high percent adverse. Which other questions in the survey are comprised of elements of what might be considered “leadership” and what sort of responses were received? Do any of the comments received provide more insight? What comprises “leadership” in the minds of the employees? Which areas do they think are problematic? Which areas do they feel are working well? •
Beware of having too many priorities. An organized effort that accomplishes noticeable improvement in a few areas is a strong demonstration of commitment toward the employees and can be the start of a process of continuous improvement. After you become more adept at effecting improvement you can select the next area to work on. Page 9
Survey Results
Aggregate Data
Page 10
2008 Satisfaction Survey Results
Employee Climate
Fresno
237
11/4/2008
60
50
40
30
20
10
Page 11
10/20/08
10/19/08
10/18/08
10/17/08
10/16/08
10/15/08
10/14/08
10/13/08
10/12/08
10/11/08
0
10/10/08
226
70
10/9/08
Total
(Not including manually input responses from paper surveys)
80
10/8/08
10/6/08
10/7/08
10/8/08
10/9/08
10/10/08
10/11/08
10/13/08
10/14/08
10/15/08
10/16/08
10/17/08
10/20/08
Count
46
74
23
8
7
1
28
16
10
9
3
1
10/7/08
Responses to Survey
Date of Response
10/6/08
Total Number Responding for Campus
2008 Satisfaction Survey Results
Employee Climate
Fresno
237
Manager
Staff
11/4/2008
Page 12
Risk Management &
Sustainability
100.0%
100.0%
80.0%
60.0%
40.0%
20.0%
0.0%
Public Safety
237
0
Office of the Vice
President for…
Percent
18.6%
81.4%
Information
Technology Services
Total
44
193
Human Resources
100.0%
Manager
Grand Total
Did not respond to this question
237
0
25.0%
20.0%
15.0%
10.0%
5.0%
0.0%
Staff
Please select whether you are MPP or staff
Percent
22.4%
8.4%
6.3%
21.5%
7.6%
13.1%
3.4%
13.1%
4.2%
Financial Services
Grand Total
Did not respond to this question
Total
53
20
15
51
18
31
8
31
10
Facilities Management
Auxiliary Services
Campus Information Systems
Facilities Management
Financial Services
Human Resources
Information Technology Services
Office of the Vice President for Administration
Public Safety
Risk Management & Sustainability
Campus Information
Systems
Please select your department
Auxiliary Services
Total Number Responding for Campus
2008 Satisfaction Survey Results
Employee Climate
Fresno
Total Number Responding for Campus
237
Agreement: Count of Responses
Weighting Value
Question
I know how my job directly supports the division's goals
I have guidelines to assist me in making decisions that affect my work
My direct supervisor is accessible to me
In my work unit, we routinely talk about the quality of our work and the
needs of those who we do business with
I take pride in my work
There is a direct connection between the work I do and the success of the
university
I receive constructive feedback from my supervisor about the quality of my
work
I would recommend Fresno State as a good place to work
I would recommend The California State University as a good place to work
My department is one of the best places to work
My division is one of the best places to work
I feel like my ideas and opinions are listened to by my supervisor
Employees in my work group respect each others' differences
My supervisor, or someone at work, seem to care about me as a person
I see career growth and advancement opportunities for myself at Fresno
State
I am encouraged to be creative to resolve problems or accomplish
assignments
My work group is receptive to my suggestions for improving our work
Employees in my work group resolve conflicts directly with each other
Teamwork is encouraged in my department
My opinions are valued in my work group
11/4/2008
1
2
3
4
5
Neutral
Agree
Strongly
Agree
Total
Did Not
Answer
Average
Score
9
16
9
33
36
19
103
120
74
92
61
134
237
237
236
0
0
1
4.17
3.92
4.41
6
25
34
98
74
237
0
3.88
0
0
8
46
183
237
0
4.74
2
5
37
91
102
237
0
4.21
14
20
30
98
75
237
0
3.84
4
10
38
91
94
237
0
4 10
4.10
2
3
46
95
91
237
0
4.14
13
5
14
8
6
25
16
25
20
18
41
53
27
36
28
73
94
94
119
97
85
69
77
54
88
237
237
237
237
237
0
0
0
0
0
3.81
3.87
3.82
3.81
4.03
32
42
64
64
35
237
0
3.12
6
21
39
93
78
237
0
3.91
5
13
11
7
13
21
21
12
40
53
28
38
119
114
99
121
60
36
78
59
237
237
237
237
0
0
0
0
3.91
3.59
3.89
3.90
Strongly
Disagree
Disagree
0
4
0
Page 13
2008 Satisfaction Survey Results
Employee Climate
Fresno
Total Number Responding for Campus
237
Agreement: Count of Responses, Continued
Weighting Value
Question
There is cooperation between the work groups in my department
There is cooperation between departments in the division
I have access to sufficient information to do my job well
The tools, resources and equipment (including computer equipment I need
to get my work done are readily available
My department has provided me with opportunities to broaden my skills and
knowledge
I am empowered to make decisions that help me provide better
Employees in my immediate work unit are highly motivated to contribute to
the success of the university
Meetings are well planned and executed at Fresno State
Employees in my immediate work unit consistently look for more efficient
and effective ways of getting the job done
I handle the resources of the university as if they were my own
I generally feel informed about changes that affect me
An explanation is provided to me for short deadlines
My supervisor fairly evaluates my performance
I trust the employees in my work group
I am satisfied with the leadership in my department
My work contributes to the division's mission and vision
The mission and vision of the division make me feel that my job is important
I have someone at work who encourages my professional development
The Division clearly communicates its goals and strategies to me
Employees in my immediate work unit consistently put in extra effort
beyond what is expected
My immediate supervisor regularly acknowledges employees for a job well
done and their contributions to the department
My direct supervisor involves me in determining performance goals
Disagreements among employees in my work group are managed
effectively
I receive recognition for my good work
I feel my safety on campus is a priority
11/4/2008
1
2
3
4
5
Neutral
Agree
Strongly
Agree
Total
Did Not
Answer
Average
Score
25
18
11
40
79
44
120
107
127
44
27
51
237
237
237
0
0
0
3.70
3.55
3.89
10
10
28
119
70
237
0
3.97
16
24
60
85
52
237
0
3.56
8
21
41
108
59
237
0
3.80
11
22
61
92
51
237
0
3.63
6
34
71
100
26
237
0
3 45
3.45
7
13
47
123
47
237
0
3.80
0
12
14
12
8
21
1
2
38
31
20
17
31
4
24
56
52
46
32
36
33
107
98
104
88
121
89
117
104
33
36
71
59
60
82
237
237
237
237
237
237
237
0
0
0
0
0
0
0
4.32
3.43
3.49
3.78
3.87
3.57
4.16
8
11
54
106
58
237
0
3.82
22
10
27
25
53
54
81
111
54
37
237
237
0
0
3.50
3.59
7
19
40
109
62
237
0
3.84
22
24
48
85
58
237
0
3.56
21
26
61
87
42
237
0
3.43
24
14
68
102
29
237
0
3.41
18
2
33
4
57
49
83
91
46
91
237
237
0
0
3.45
4.12
Strongly
Disagree
Disagree
8
6
4
Page 14
2008 Satisfaction Survey Results
Employee Climate
Fresno
Total Number Responding for Campus
237
Agreement: % of Responses
Question
I know how my job directly supports the division's goals
I have guidelines to assist me in making decisions that affect my work
My direct supervisor is accessible to me
In my work unit, we routinely talk about the quality of our work and the
needs of those who we do business with
I take pride in my work
There is a direct connection between the work I do and the success of the
university
I receive constructive feedback from my supervisor about the quality of my
work
I would
ld recommendd F
Fresno St
State
t as a goodd place
l
to
t workk
I would recommend The California State University as a good place to work
My department is one of the best places to work
My division is one of the best places to work
I feel like my ideas and opinions are listened to by my supervisor
Employees in my work group respect each others' differences
My supervisor, or someone at work, seem to care about me as a person
I see career growth and advancement opportunities for myself at Fresno
State
I am encouraged to be creative to resolve problems or accomplish
assignments
My work group is receptive to my suggestions for improving our work
Employees in my work group resolve conflicts directly with each other
Teamwork is encouraged in my department
My opinions are valued in my work group
11/4/2008
Strongly
Disagree
Disagree
Neutral
Agree
Strongly
Agree
Total
Sum of
Adverse
(SD + D)
Sum of
Positive (A
+ SA)
0.0%
1.7%
0.0%
3.8%
6.8%
3.8%
13.9%
15.2%
8.1%
43.5%
50.6%
31.4%
38.8%
25.7%
56.8%
100.0%
100.0%
100.0%
3.8%
8.4%
3.8%
82.3%
76.4%
88.1%
2.5%
10.5%
14.3%
41.4%
31.2%
100.0%
13.1%
72.6%
0.0%
0.0%
3.4%
19.4%
77.2%
100.0%
0.0%
96.6%
0.8%
2.1%
15.6%
38.4%
43.0%
100.0%
3.0%
81.4%
5.9%
8.4%
12.7%
41.4%
31.6%
100.0%
14.3%
73.0%
1 7%
1.7%
4 2%
4.2%
16 0%
16.0%
38 4%
38.4%
39 7%
39.7%
100 0%
100.0%
5 9%
5.9%
78 1%
78.1%
0.8%
1.3%
19.4%
40.1%
38.4%
100.0%
2.1%
78.5%
5.5%
2.1%
5.9%
3.4%
2.5%
10.5%
6.8%
10.5%
8.4%
7.6%
17.3%
22.4%
11.4%
15.2%
11.8%
30.8%
39.7%
39.7%
50.2%
40.9%
35.9%
29.1%
32.5%
22.8%
37.1%
100.0%
100.0%
100.0%
100.0%
100.0%
16.0%
8.9%
16.5%
11.8%
10.1%
66.7%
68.8%
72.2%
73.0%
78.1%
13.5%
17.7%
27.0%
27.0%
14.8%
100.0%
31.2%
41.8%
2.5%
8.9%
16.5%
39.2%
32.9%
100.0%
11.4%
72.2%
2.1%
5.5%
4.6%
3.0%
5.5%
8.9%
8.9%
5.1%
16.9%
22.4%
11.8%
16.0%
50.2%
48.1%
41.8%
51.1%
25.3%
15.2%
32.9%
24.9%
100.0%
100.0%
100.0%
100.0%
7.6%
14.3%
13.5%
8.0%
75.5%
63.3%
74.7%
75.9%
Page 15
2008 Satisfaction Survey Results
Employee Climate
Fresno
Total Number Responding for Campus
Question
There is cooperation between the work groups in my department
There is cooperation between departments in the division
I have access to sufficient information to do my job well
The tools, resources and equipment (including computer equipment I need
to get my work done are readily available
My department has provided me with opportunities to broaden my skills and
knowledge
I am empowered to make decisions that help me provide better
Employees in my immediate work unit are highly motivated to contribute to
the success of the university
Meetings
g are well planned
p
and executed at Fresno State
Employees in my immediate work unit consistently look for more efficient
and effective ways of getting the job done
I handle the resources of the university as if they were my own
I generally feel informed about changes that affect me
An explanation is provided to me for short deadlines
My supervisor fairly evaluates my performance
I trust the employees in my work group
I am satisfied with the leadership in my department
My work contributes to the division's mission and vision
The mission and vision of the division make me feel that my job is important
I have someone at work who encourages my professional development
The Division clearly communicates its goals and strategies to me
Employees in my immediate work unit consistently put in extra effort
beyond what is expected
My immediate supervisor regularly acknowledges employees for a job well
done and their contributions to the department
My direct supervisor involves me in determining performance goals
Disagreements among employees in my work group are managed
effectively
I receive recognition for my good work
I feel my safety on campus is a priority
11/4/2008
237
Strongly
Disagree
Disagree
Neutral
Agree
Strongly
Agree
Total
Sum of
Adverse
(SD + D)
Sum of
Positive (A
+ SA)
3.4%
2.5%
1.7%
10.5%
7.6%
4.6%
16.9%
33.3%
18.6%
50.6%
45.1%
53.6%
18.6%
11.4%
21.5%
100.0%
100.0%
100.0%
13.9%
10.1%
6.3%
69.2%
56.5%
75.1%
4.2%
4.2%
11.8%
50.2%
29.5%
100.0%
8.4%
79.7%
6.8%
10.1%
25.3%
35.9%
21.9%
100.0%
16.9%
57.8%
3.4%
8.9%
17.3%
45.6%
24.9%
100.0%
12.2%
70.5%
4.6%
9.3%
25.7%
38.8%
21.5%
100.0%
13.9%
60.3%
%
2.5%
14.3%
%
30.0%
%
42.2%
%
11.0%
%
100.0%
%
16.9%
%
53.2%
%
3.0%
5.5%
19.8%
51.9%
19.8%
100.0%
8.4%
71.7%
0.0%
5.1%
5.9%
5.1%
3.4%
8.9%
0.4%
0.8%
16.0%
13.1%
8.4%
7.2%
13.1%
1.7%
10.1%
23.6%
21.9%
19.4%
13.5%
15.2%
13.9%
45.1%
41.4%
43.9%
37.1%
51.1%
37.6%
49.4%
43.9%
13.9%
15.2%
30.0%
24.9%
25.3%
34.6%
100.0%
100.0%
100.0%
100.0%
100.0%
100.0%
100.0%
0.8%
21.1%
19.0%
13.5%
10.5%
21.9%
2.1%
89.0%
55.3%
59.1%
67.1%
75.9%
62.9%
84.0%
3.4%
4.6%
22.8%
44.7%
24.5%
100.0%
8.0%
69.2%
9.3%
4.2%
11.4%
10.5%
22.4%
22.8%
34.2%
46.8%
22.8%
15.6%
100.0%
100.0%
20.7%
14.8%
57.0%
62.4%
3.0%
8.0%
16.9%
46.0%
26.2%
100.0%
11.0%
72.2%
9.3%
10.1%
20.3%
35.9%
24.5%
100.0%
19.4%
60.3%
8.9%
11.0%
25.7%
36.7%
17.7%
100.0%
19.8%
54.4%
10.1%
5.9%
28.7%
43.0%
12.2%
100.0%
16.0%
55.3%
7.6%
0.8%
13.9%
1.7%
24.1%
20.7%
35.0%
38.4%
19.4%
38.4%
100.0%
100.0%
21.5%
2.5%
54.4%
76.8%
Page 16
2008 Satisfaction Survey Results
Employee Climate
Fresno
Total Number Responding for Campus
237
Chart # 1: Responses Sorted with Most Adverse at Top of Chart
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
I see career growth and advancement opportunities for myself at Fresno State
I am satisfied with the leadership in my department
I receive recognition for my good work
I generally feel informed about changes that affect me
I have someone at work who encourages my professional development
My direct supervisor involves me in determining performance goals
My immediate supervisor regularly acknowledges employees for a job well done and their contributions…
An explanation is provided to me for short deadlines
Meetings are well planned and executed at Fresno State
My department has provided me with opportunities to broaden my skills and knowledge
I feel like my ideas and opinions are listened to by my supervisor
Disagreements among employees in my work group are managed effectively
My department is one of the best places to work
The Division clearly communicates its goals and strategies to me
Employees in my work group resolve conflicts directly with each other
I receive constructive feedback from my supervisor about the quality of my work
Employees in my immediate work unit are highly motivated to contribute to the success of the university
There is cooperation between the work groups in my department
My supervisor fairly evaluates my performance
Teamwork is encouraged in my department
In my work unit, we routinely talk about the quality of our work and the needs of those who we do …
I am empowered to make decisions that help me provide better
Employees in my work group respect each others' differences
0%
20%
40%
60%
% Response
11/4/2008
Page 17
80%
100%
2008 Satisfaction Survey Results
Employee Climate
Fresno
Total Number Responding for Campus
237
Chart # 2: Continued Responses Sorted with Most Adverse at Top of Chart
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
I am encouraged to be creative to resolve problems or accomplish assignments
Employees in my immediate work unit consistently put in extra effort beyond what is expected
I trust the employees in my work group
There is cooperation between departments in the division
My supervisor, or someone at work, seem to care about me as a person
My division is one of the best places to work
Employees in my immediate work unit consistently look for more efficient and effective ways of getting…
I have guidelines to assist me in making decisions that affect my work
The tools, resources and equipment (including computer equipment I need to get my work done are…
The mission and vision of the division make me feel that my job is important
My opinions are valued in my work group
My work group is receptive to my suggestions for improving our work
I have access to sufficient information to do my job well
I would recommend Fresno State as a good place to work
My direct supervisor is accessible to me
I know how my job directly supports the division's goals
There is a direct connection between the work I do and the success of the university
I feel my safety on campus is a priority
I would recommend The California State University as a good place to work
My work contributes to the division's mission and vision
I handle the resources of the university as if they were my own
I take pride in my work
0%
10%
20%
30%
40%
50%
60%
% Response 11/4/2008
Page 18
70%
80%
90%
100%
2008 Satisfaction Survey Results
Employee Climate
Fresno
237
Yes
No
Percent
51.3%
48.7%
236
1
100.0%
Yes
Grand Total
Did not respond to this question
Total
121
115
As expanded programs become available, are you
interested in participating in alternative trransportation
(bus, carpool, biking) programs?
Yes
No
Percent
56.1%
43.9%
237
0
100.0%
80.0%
70.0%
60.0%
50.0%
40.0%
30.0%
20.0%
10.0%
0.0%
Yes
Grand Total
Did not respond to this question
Total
133
104
11/4/2008
No
Have you participated in any of our Wellness at Work
programs?
80.0%
70.0%
60.0%
50.0%
40.0%
30.0%
20.0%
10.0%
0.0%
Page 19
No
Total Number Responding for Campus
2008 Satisfaction Survey Results
Employee Climate
Fresno
I would be interested in working four 10-hour workdays
during the summer
Yes
No
Total
187
50
Percent
78.9%
21.1%
237
0
100.0%
80.0%
70.0%
60.0%
50.0%
40.0%
30.0%
20.0%
10.0%
0.0%
Yes
Grand Total
Did not respond to this question
237
11/4/2008
Page 20
No
Total Number Responding for Campus
Survey Results
Manager Compared to Staff
Page 21
2008 Survey Results Comparison
Manager Compared to Staff
Fresno
Average Score
Manager
Question
I know how my job directly supports the division's goals
4.52
I have guidelines to assist me in making decisions that affect my work
3.75
My direct supervisor is accessible to me
4.42
In my work unit, we routinely talk about the quality of our work and the needs
3.91
of those who we do business with
I take pride in my work
4.75
There is a direct connection between the work I do and the success of the
4.43
university
I receive constructive feedback from my supervisor about the quality of my
3.86
work
I would recommend Fresno State as a ggood pplace to work
4.20
0
I would recommend The California State University as a good place to work
My department is one of the best places to work
My division is one of the best places to work
I feel like my ideas and opinions are listened to by my supervisor
Employees in my work group respect each others' differences
My supervisor, or someone at work, seem to care about me as a person
I see career growth and advancement opportunities for myself at Fresno
State
I am encouraged to be creative to resolve problems or accomplish
assignments
My work group is receptive to my suggestions for improving our work
Employees in my work group resolve conflicts directly with each other
Teamwork is encouraged in my department
My opinions are valued in my work group
11/4/2008
Percent Adverse
Percent Positive
Staff
Mgr-Staff
Manager
Staff
Mgr-Staff
Manager
Staff
Mgr-Staff
4.09
3.96
4.41
0.43
-0.21
0.01
0.0%
9.1%
2.3%
4.7%
8.3%
4.1%
-4.7%
0.8%
-1.8%
95.5%
68.2%
95.3%
79.3%
78.2%
86.5%
16.2%
-10.1%
8.8%
3.88
0.03
9.1%
14.0%
-4.9%
72.7%
72.5%
0.2%
4.74
0.01
0.0%
0.0%
0.0%
100.0%
95.9%
4.1%
4.16
0.28
0.0%
3.6%
-3.6%
93.2%
78.8%
14.4%
3.84
0.02
13.6%
14.5%
-0.9%
75.0%
72.5%
2.5%
4.08
08
0.13
0 3
0.0%
0
0%
7.3%
3%
-7.3%
3%
86.4%
86
%
76.2%
6 %
10.2%
0 %
4.11
4.15
-0.03
0.0%
2.6%
-2.6%
79.5%
78.2%
1.3%
4.20
4.18
4.25
3.93
4.20
3.72
3.80
3.73
3.78
3.98
0.48
0.38
0.52
0.15
0.22
2.3%
0.0%
6.8%
6.8%
4.5%
19.2%
10.9%
18.7%
13.0%
11.4%
-16.9%
-10.9%
-11.8%
-6.1%
-6.9%
84.1%
86.4%
86.4%
84.1%
81.8%
62.7%
64.8%
68.9%
70.5%
77.2%
21.4%
21.6%
17.5%
13.6%
4.6%
3.45
3.04
0.41
20.5%
33.7%
-13.2%
54.5%
38.9%
15.7%
4.23
3.84
0.39
6.8%
12.4%
-5.6%
86.4%
68.9%
17.5%
4.16
3.59
4.00
4.25
3.85
3.59
3.87
3.82
0.30
0.01
0.13
0.43
0.0%
13.6%
9.1%
0.0%
9.3%
14.5%
14.5%
9.8%
-9.3%
-0.9%
-5.4%
-9.8%
93.2%
63.6%
88.6%
93.2%
71.5%
63.2%
71.5%
72.0%
21.7%
0.4%
17.1%
21.2%
Page 22
2008 Survey Results Comparison
Manager Compared to Staff
Fresno
Average Score
Percent Adverse
Percent Positive
Question
There is cooperation between the work groups in my department
There is cooperation between departments in the division
I have access to sufficient information to do my job well
The tools, resources and equipment (including computer equipment I need
to get my work done are readily available
My department has provided me with opportunities to broaden my skills and
knowledge
I am empowered to make decisions that help me provide better
Employees in my immediate work unit are highly motivated to contribute to
the success of the university
Meetings are well planned and executed at Fresno State
Employees in my immediate work unit consistently look for more efficient
and effective ways of getting the job done
I handle the resources of the university as if they were my own
I generally feel informed about changes that affect me
An explanation is provided to me for short deadlines
My supervisor fairly evaluates my performance
I trust the employees in my work group
I am satisfied with the leadership in my department
My work contributes to the division's mission and vision
Manager
Staff
Mgr-Staff
Manager
Staff
Mgr-Staff
Manager
Staff
Mgr-Staff
3.95
3.77
4.00
3.65
3.50
3.86
0.31
0.27
0.14
9.1%
2.3%
4.5%
15.0%
11.9%
6.7%
-5.9%
-9.6%
-2.2%
86.4%
70.5%
84.1%
65.3%
53.4%
73.1%
21.1%
17.1%
11.0%
3.95
3.97
-0.01
9.1%
8.3%
0.8%
84.1%
78.8%
5.3%
3.95
3.47
0.48
6.8%
19.2%
-12.4%
75.0%
53.9%
21.1%
4.14
3.72
0.42
4.5%
14.0%
-9.4%
84.1%
67.4%
16.7%
3.98
3.55
0.42
6.8%
15.5%
-8.7%
81.8%
55.4%
26.4%
3.48
3.44
0.04
18.2%
16.6%
1.6%
61.4%
51.3%
10.1%
4.07
3.74
0.33
0.0%
10.4%
-10.4%
84.1%
68.9%
15.2%
4.48
3.70
3.64
3.95
4.09
4.11
4.45
4.28
3.37
3.46
3.75
3.82
3.45
4.09
0.19
0.34
0.18
0.21
0.27
0.66
0.36
0.0%
13.6%
13.6%
11.4%
2.3%
9.1%
0.0%
1.0%
22.8%
20.2%
14.0%
12.4%
24.9%
2.6%
-1.0%
-9.2%
-6.6%
-2.6%
-10.2%
-15.8%
-2.6%
100.0%
72.7%
65.9%
81.8%
84.1%
84.1%
100.0%
86.5%
51.3%
57.5%
63.7%
74.1%
58.0%
80.3%
13.5%
21.4%
8.4%
18.1%
10.0%
26.1%
19.7%
The mission and vision of the division make me feel that my job is important
I have someone at work who encourages my professional development
The Division clearly communicates its goals and strategies to me
Employees in my immediate work unit consistently put in extra effort beyond
what is expected
My immediate supervisor regularly acknowledges employees for a job well
done and their contributions to the department
My direct supervisor involves me in determining performance goals
Disagreements among employees in my work group are managed
effectively
I receive recognition for my good work
I feel my safety on campus is a priority
3.95
3.79
0.16
4.5%
8.8%
-4.3%
79.5%
66.8%
12.7%
3.70
3.80
3.45
3.54
0.25
0.25
11.4%
11.4%
22.8%
15.5%
-11.4%
-4.2%
63.6%
75.0%
55.4%
59.6%
8.2%
15.4%
4.20
3.76
0.44
0.0%
13.5%
-13.5%
90.9%
67.9%
23.0%
3.77
3.51
0.26
13.6%
20.7%
-7.1%
70.5%
58.0%
12.4%
3.86
3.34
0.53
6.8%
22.8%
-16.0%
72.7%
50.3%
22.5%
3.77
3.33
0.44
9.1%
17.6%
-8.5%
75.0%
50.8%
24.2%
3.84
4.25
3.36
4.09
0.48
0.16
6.8%
4.5%
24.9%
2.1%
-18.1%
2.5%
70.5%
88.6%
50.8%
74.1%
19.7%
14.5%
11/4/2008
Page 23
Survey Results
Manager Only
Page 24
2008 Survey Results
Manager Only: Employee Climate
Fresno
44
Manager
Staff
11/4/2008
Page 25
Risk Management &
Sustainability
100.0%
100.0%
80.0%
60.0%
40.0%
20.0%
0.0%
Public Safety
44
0
Office of the Vice
President for…
Percent
100.0%
0.0%
Information
Technology Services
Total
44
0
Human Resources
100.0%
Manager
Grand Total
Did not respond to this question
44
0
35.0%
30.0%
25.0%
20.0%
15.0%
10.0%
5.0%
0.0%
Staff
Please select whether you are MPP or staff
Percent
31.8%
2.3%
6.8%
22.7%
11.4%
2.3%
6.8%
6.8%
9.1%
Financial Services
Grand Total
Did not respond to this question
Total
14
1
3
10
5
1
3
3
4
Facilities Management
Auxiliary Services
Campus Information Systems
Facilities Management
Financial Services
Human Resources
Information Technology Services
Office of the Vice President for Administration
Public Safety
Risk Management & Sustainability
Campus Information
Systems
Please select your department
Auxiliary Services
Total Number Responding for Campus
2008 Survey Results
Manager Only: Employee Climate
Fresno
Total Number Responding for Campus
44
Agreement: Count of Responses
Weighting Value
Question
I know how my job directly supports the division's goals
I have guidelines to assist me in making decisions that affect my work
My direct supervisor is accessible to me
In my work unit, we routinely talk about the quality of our work and the
needs of those who we do business with
I take pride in my work
There is a direct connection between the work I do and the success of the
university
I receive constructive feedback from my supervisor about the quality of my
work
I would recommend Fresno State as a good place to work
I would recommend The California State University as a good place to work
My department is one of the best places to work
My division is one of the best places to work
I feel like my ideas and opinions are listened to by my supervisor
Employees in my work group respect each others' differences
My supervisor, or someone at work, seem to care about me as a person
I see career growth and advancement opportunities for myself at Fresno
State
I am encouraged to be creative to resolve problems or accomplish
assignments
My work group is receptive to my suggestions for improving our work
Employees in my work group resolve conflicts directly with each other
Teamwork is encouraged in my department
My opinions are valued in my work group
11/4/2008
1
2
3
4
5
Neutral
Agree
Strongly
Agree
Total
Did Not
Answer
Average
Score
0
4
1
2
10
1
17
23
20
25
7
21
44
44
43
0
0
1
4.52
3.75
4.42
0
4
8
20
12
44
0
3.91
0
0
0
11
33
44
0
4.75
0
0
3
19
22
44
0
4.43
1
5
5
21
12
44
0
3.86
0
0
6
23
15
44
0
4 20
4.20
0
0
9
21
14
44
0
4.11
0
0
0
0
0
1
0
3
3
2
6
6
3
4
6
20
24
18
30
17
17
14
20
7
19
44
44
44
44
44
0
0
0
0
0
4.20
4.18
4.25
3.93
4.20
2
7
11
17
7
44
0
3.45
0
3
3
19
19
44
0
4.23
0
2
2
0
0
4
2
0
3
10
1
3
31
22
28
27
10
6
11
14
44
44
44
44
0
0
0
0
4.16
3.59
4.00
4.25
Strongly
Disagree
Disagree
0
0
0
Page 26
2008 Survey Results
Manager Only: Employee Climate
Fresno
Total Number Responding for Campus
44
Agreement: Count of Responses, Continued
Weighting Value
Question
There is cooperation between the work groups in my department
There is cooperation between departments in the division
I have access to sufficient information to do my job well
The tools, resources and equipment (including computer equipment I need
to get my work done are readily available
My department has provided me with opportunities to broaden my skills and
knowledge
I am empowered to make decisions that help me provide better
Employees in my immediate work unit are highly motivated to contribute to
the success of the university
Meetings are well planned and executed at Fresno State
Employees in my immediate work unit consistently look for more efficient
and effective ways of getting the job done
I handle the resources of the university as if they were my own
I generally feel informed about changes that affect me
An explanation is provided to me for short deadlines
My supervisor fairly evaluates my performance
I trust the employees in my work group
I am satisfied with the leadership in my department
My work contributes to the division's mission and vision
The mission and vision of the division make me feel that my job is important
I have someone at work who encourages my professional development
The Division clearly communicates its goals and strategies to me
Employees in my immediate work unit consistently put in extra effort
beyond what is expected
My immediate supervisor regularly acknowledges employees for a job well
done and their contributions to the department
My direct supervisor involves me in determining performance goals
Disagreements among employees in my work group are managed
effectively
I receive recognition for my good work
I feel my safety on campus is a priority
11/4/2008
1
2
3
4
5
Neutral
Agree
Strongly
Agree
Total
Did Not
Answer
Average
Score
4
0
1
2
12
5
30
26
27
8
5
10
44
44
44
0
0
0
3.95
3.77
4.00
1
3
3
27
10
44
0
3.95
1
2
8
20
13
44
0
3.95
0
2
5
22
15
44
0
4.14
0
3
5
26
10
44
0
3.98
0
8
9
25
2
44
0
3 48
3.48
0
0
7
27
10
44
0
4.07
0
0
0
0
0
0
0
0
6
6
5
1
4
0
0
6
9
3
6
3
0
23
27
24
25
25
21
24
21
5
5
11
12
16
20
44
44
44
44
44
44
44
0
0
0
0
0
0
0
4.48
3.70
3.64
3.95
4.09
4.11
4.45
1
1
7
25
10
44
0
3.95
0
0
5
5
11
6
20
26
8
7
44
44
0
0
3.70
3.80
0
0
4
27
13
44
0
4.20
2
4
7
20
11
44
0
3.77
1
2
9
22
10
44
0
3.86
0
4
7
28
5
44
0
3.77
1
0
2
2
10
3
21
21
10
18
44
44
0
0
3.84
4.25
Strongly
Disagree
Disagree
0
1
1
Page 27
2008 Survey Results
Manager Only: Employee Climate
Fresno
Total Number Responding for Campus
44
Agreement: % of Responses
Question
I know how my job directly supports the division's goals
I have guidelines to assist me in making decisions that affect my work
My direct supervisor is accessible to me
In my work unit, we routinely talk about the quality of our work and the
needs of those who we do business with
I take pride in my work
There is a direct connection between the work I do and the success of the
university
I receive constructive feedback from my supervisor about the quality of my
work
I would
ld recommendd F
Fresno St
State
t as a goodd place
l
to
t workk
I would recommend The California State University as a good place to work
My department is one of the best places to work
My division is one of the best places to work
I feel like my ideas and opinions are listened to by my supervisor
Employees in my work group respect each others' differences
My supervisor, or someone at work, seem to care about me as a person
I see career growth and advancement opportunities for myself at Fresno
State
I am encouraged to be creative to resolve problems or accomplish
assignments
My work group is receptive to my suggestions for improving our work
Employees in my work group resolve conflicts directly with each other
Teamwork is encouraged in my department
My opinions are valued in my work group
11/4/2008
Strongly
Disagree
Disagree
Neutral
Agree
Strongly
Agree
Total
Sum of
Adverse
(SD + D)
Sum of
Positive (A
+ SA)
0.0%
0.0%
0.0%
0.0%
9.1%
2.3%
4.5%
22.7%
2.3%
38.6%
52.3%
46.5%
56.8%
15.9%
48.8%
100.0%
100.0%
100.0%
0.0%
9.1%
2.3%
95.5%
68.2%
95.3%
0.0%
9.1%
18.2%
45.5%
27.3%
100.0%
9.1%
72.7%
0.0%
0.0%
0.0%
25.0%
75.0%
100.0%
0.0%
100.0%
0.0%
0.0%
6.8%
43.2%
50.0%
100.0%
0.0%
93.2%
2.3%
11.4%
11.4%
47.7%
27.3%
100.0%
13.6%
75.0%
0 0%
0.0%
0 0%
0.0%
13 6%
13.6%
52 3%
52.3%
34 1%
34.1%
100 0%
100.0%
0 0%
0.0%
86 4%
86.4%
0.0%
0.0%
20.5%
47.7%
31.8%
100.0%
0.0%
79.5%
0.0%
0.0%
0.0%
0.0%
0.0%
2.3%
0.0%
6.8%
6.8%
4.5%
13.6%
13.6%
6.8%
9.1%
13.6%
45.5%
54.5%
40.9%
68.2%
38.6%
38.6%
31.8%
45.5%
15.9%
43.2%
100.0%
100.0%
100.0%
100.0%
100.0%
2.3%
0.0%
6.8%
6.8%
4.5%
84.1%
86.4%
86.4%
84.1%
81.8%
4.5%
15.9%
25.0%
38.6%
15.9%
100.0%
20.5%
54.5%
0.0%
6.8%
6.8%
43.2%
43.2%
100.0%
6.8%
86.4%
0.0%
4.5%
4.5%
0.0%
0.0%
9.1%
4.5%
0.0%
6.8%
22.7%
2.3%
6.8%
70.5%
50.0%
63.6%
61.4%
22.7%
13.6%
25.0%
31.8%
100.0%
100.0%
100.0%
100.0%
0.0%
13.6%
9.1%
0.0%
93.2%
63.6%
88.6%
93.2%
Page 28
2008 Survey Results
Manager Only: Employee Climate
Fresno
Total Number Responding for Campus
Question
There is cooperation between the work groups in my department
There is cooperation between departments in the division
I have access to sufficient information to do my job well
The tools, resources and equipment (including computer equipment I need
to get my work done are readily available
My department has provided me with opportunities to broaden my skills and
knowledge
I am empowered to make decisions that help me provide better
Employees in my immediate work unit are highly motivated to contribute to
the success of the university
Meetings
g are well planned
p
and executed at Fresno State
Employees in my immediate work unit consistently look for more efficient
and effective ways of getting the job done
I handle the resources of the university as if they were my own
I generally feel informed about changes that affect me
An explanation is provided to me for short deadlines
My supervisor fairly evaluates my performance
I trust the employees in my work group
I am satisfied with the leadership in my department
My work contributes to the division's mission and vision
The mission and vision of the division make me feel that my job is important
I have someone at work who encourages my professional development
The Division clearly communicates its goals and strategies to me
Employees in my immediate work unit consistently put in extra effort
beyond what is expected
My immediate supervisor regularly acknowledges employees for a job well
done and their contributions to the department
My direct supervisor involves me in determining performance goals
Disagreements among employees in my work group are managed
effectively
I receive recognition for my good work
I feel my safety on campus is a priority
11/4/2008
44
Strongly
Disagree
Disagree
Neutral
Agree
Strongly
Agree
Total
Sum of
Adverse
(SD + D)
Sum of
Positive (A
+ SA)
0.0%
2.3%
2.3%
9.1%
0.0%
2.3%
4.5%
27.3%
11.4%
68.2%
59.1%
61.4%
18.2%
11.4%
22.7%
100.0%
100.0%
100.0%
9.1%
2.3%
4.5%
86.4%
70.5%
84.1%
2.3%
6.8%
6.8%
61.4%
22.7%
100.0%
9.1%
84.1%
2.3%
4.5%
18.2%
45.5%
29.5%
100.0%
6.8%
75.0%
0.0%
4.5%
11.4%
50.0%
34.1%
100.0%
4.5%
84.1%
0.0%
6.8%
11.4%
59.1%
22.7%
100.0%
6.8%
81.8%
%
0.0%
18.2%
%
20.5%
%
56.8%
%
4.5%
%
100.0%
%
18.2%
%
61.4%
%
0.0%
0.0%
15.9%
61.4%
22.7%
100.0%
0.0%
84.1%
0.0%
0.0%
0.0%
0.0%
0.0%
0.0%
0.0%
0.0%
13.6%
13.6%
11.4%
2.3%
9.1%
0.0%
0.0%
13.6%
20.5%
6.8%
13.6%
6.8%
0.0%
52.3%
61.4%
54.5%
56.8%
56.8%
47.7%
54.5%
47.7%
11.4%
11.4%
25.0%
27.3%
36.4%
45.5%
100.0%
100.0%
100.0%
100.0%
100.0%
100.0%
100.0%
0.0%
13.6%
13.6%
11.4%
2.3%
9.1%
0.0%
100.0%
72.7%
65.9%
81.8%
84.1%
84.1%
100.0%
2.3%
2.3%
15.9%
56.8%
22.7%
100.0%
4.5%
79.5%
0.0%
0.0%
11.4%
11.4%
25.0%
13.6%
45.5%
59.1%
18.2%
15.9%
100.0%
100.0%
11.4%
11.4%
63.6%
75.0%
0.0%
0.0%
9.1%
61.4%
29.5%
100.0%
0.0%
90.9%
4.5%
9.1%
15.9%
45.5%
25.0%
100.0%
13.6%
70.5%
2.3%
4.5%
20.5%
50.0%
22.7%
100.0%
6.8%
72.7%
0.0%
9.1%
15.9%
63.6%
11.4%
100.0%
9.1%
75.0%
2.3%
0.0%
4.5%
4.5%
22.7%
6.8%
47.7%
47.7%
22.7%
40.9%
100.0%
100.0%
6.8%
4.5%
70.5%
88.6%
Page 29
2008 Survey Results
Manager Only: Employee Climate
Fresno
Total Number Responding for Campus
44
Chart # 1: Responses Sorted with Most Adverse at Top of Chart
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
I see career growth and advancement opportunities for myself at Fresno State
Meetings are well planned and executed at Fresno State
Employees in my work group resolve conflicts directly with each other
An explanation is provided to me for short deadlines
I generally feel informed about changes that affect me
My immediate supervisor regularly acknowledges employees for a job well done and their contributions…
I receive constructive feedback from my supervisor about the quality of my work
I have someone at work who encourages my professional development
The Division clearly communicates its goals and strategies to me
My supervisor fairly evaluates my performance
I have guidelines to assist me in making decisions that affect my work
Disagreements among employees in my work group are managed effectively
In my work unit, we routinely talk about the quality of our work and the needs of those who we do …
The tools, resources and equipment (including computer equipment I need to get my work done are…
There is cooperation between the work groups in my department
Teamwork is encouraged in my department
I am satisfied with the leadership in my department
I receive recognition for my good work
My direct supervisor involves me in determining performance goals
Employees in my work group respect each others' differences
My department has provided me with opportunities to broaden my skills and knowledge
Employees in my immediate work unit are highly motivated to contribute to the success of the university
I am encouraged to be creative to resolve problems or accomplish assignments
0%
20%
40%
60%
% Response
11/4/2008
Page 30
80%
100%
2008 Survey Results
Manager Only: Employee Climate
Fresno
Total Number Responding for Campus
44
Chart # 2: Continued Responses Sorted with Most Adverse at Top of Chart
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
I feel like my ideas and opinions are listened to by my supervisor
The mission and vision of the division make me feel that my job is important
I have access to sufficient information to do my job well
I am empowered to make decisions that help me provide better
My supervisor, or someone at work, seem to care about me as a person
I feel my safety on campus is a priority
My direct supervisor is accessible to me
There is cooperation between departments in the division
I trust the employees in my work group
My department is one of the best places to work
Employees in my immediate work unit consistently look for more efficient and effective ways of getting…
I would recommend The California State University as a good place to work
My work group is receptive to my suggestions for improving our work
My division is one of the best places to work
Employees in my immediate work unit consistently put in extra effort beyond what is expected
I would recommend Fresno State as a good place to work
My opinions are valued in my work group
There is a direct connection between the work I do and the success of the university
My work contributes to the division's mission and vision
I handle the resources of the university as if they were my own
I know how my job directly supports the division's goals
I take pride in my work
0%
10%
20%
30%
40%
50%
60%
% Response 11/4/2008
Page 31
70%
80%
90%
100%
2008 Survey Results
Manager Only: Employee Climate
Fresno
44
Yes
No
Percent
61.4%
38.6%
44
0
100.0%
Yes
Y
Grand Total
Did not respond to this question
Total
27
17
As expanded programs become available, are you
interested in participating in alternative trransportation
(bus, carpool, biking) programs?
Yes
No
Percent
47.7%
52.3%
44
0
100.0%
80.0%
70.0%
60.0%
50.0%
40.0%
30.0%
20.0%
10.0%
0.0%
Yes
Grand Total
Did not respond to this question
Total
21
23
11/4/2008
No
Have you participated in any of our Wellness at Work
programs?
80.0%
70.0%
60.0%
50.0%
40.0%
30.0%
20.0%
10.0%
0.0%
Page 32
No
Total Number Responding for Campus
2008 Survey Results
Manager Only: Employee Climate
Fresno
Total Number Responding for Campus
44
100.0%
I would be interested in working four 10-hour workdays
during the summer
Yes
No
Total
37
7
Percent
84.1%
15.9%
44
0
100.0%
80.0%
60.0%
40.0%
Grand Total
Did not respond to this question
20.0%
11/4/2008
Page 33
No
Yes
0.0%
Survey Results
Staff Only
Page 34
2008 Survey Results
Staff Only: Employee Climate
Fresno
193
Manager
Staff
11/4/2008
Page 35
Risk Management &
Sustainability
100.0%
100.0%
80.0%
60.0%
40.0%
20.0%
0.0%
Public Safety
193
0
Office of the Vice
President for…
Percent
0.0%
100.0%
Information
Technology Services
Total
0
193
Human Resources
100.0%
Manager
Grand Total
Did not respond to this question
193
0
25.0%
20.0%
15.0%
10.0%
5.0%
0.0%
Staff
Please select whether you are MPP or staff
Percent
20.2%
9.8%
6.2%
21.2%
6.7%
15.5%
2.6%
14.5%
3.1%
Financial Services
Grand Total
Did not respond to this question
Total
39
19
12
41
13
30
5
28
6
Facilities Management
Auxiliary Services
Campus Information Systems
Facilities Management
Financial Services
Human Resources
Information Technology Services
Office of the Vice President for Administration
Public Safety
Risk Management & Sustainability
Campus Information
Systems
Please select your department
Auxiliary Services
Total Number Responding for Campus
2008 Survey Results
Staff Only: Employee Climate
Fresno
Total Number Responding for Campus
193
Agreement: Count of Responses
Weighting Value
Question
I know how my job directly supports the division's goals
I have guidelines to assist me in making decisions that affect my work
My direct supervisor is accessible to me
In my work unit, we routinely talk about the quality of our work and the needs
of those who we do business with
I take pride in my work
There is a direct connection between the work I do and the success of the
university
I receive constructive feedback from my supervisor about the quality of my
work
I would recommend Fresno State as a good place to work
I would recommend The California State University as a good place to work
My department is one of the best places to work
My division is one of the best places to work
I feel like my ideas and opinions are listened to by my supervisor
Employees in my work group respect each others' differences
My supervisor, or someone at work, seem to care about me as a person
I see career growth and advancement opportunities for myself at Fresno
State
I am encouraged to be creative to resolve problems or accomplish
assignments
My work group is receptive to my suggestions for improving our work
Employees in my work group resolve conflicts directly with each other
Teamwork is encouraged in my department
My opinions are valued in my work group
11/4/2008
1
2
4
5
Neutral
Agree
Strongly
Agree
Total
Did Not
Answer
Average
Score
9
12
8
31
26
18
86
97
54
67
54
113
193
193
193
0
0
0
4.09
3.96
4.41
6
21
26
78
62
193
0
3.88
0
0
8
35
150
193
0
4.74
2
5
34
72
80
193
0
4.16
13
15
25
77
63
193
0
3.84
4
10
32
68
79
193
0
4.08
2
3
37
74
77
193
0
4.15
13
5
14
8
6
24
16
22
17
16
35
47
24
32
22
53
70
76
89
80
68
55
57
47
69
193
193
193
193
193
0
0
0
0
0
3.72
3.80
3.73
3.78
3.98
30
35
53
47
28
193
0
3.04
6
18
36
74
59
193
0
3.84
5
11
9
7
13
17
19
12
37
43
27
35
88
92
71
94
50
30
67
45
193
193
193
193
0
0
0
0
3.85
3.59
3.87
3.82
Strongly
Disagree
Disagree
0
4
0
3
Page 36
2008 Survey Results
Staff Only: Employee Climate
Fresno
Total Number Responding for Campus
193
Agreement: Count of Responses, Continued
Weighting Value
Question
There is cooperation between the work groups in my department
There is cooperation between departments in the division
I have access to sufficient information to do my job well
The tools, resources and equipment (including computer equipment I need to
get my work done are readily available
My department has provided me with opportunities to broaden my skills and
knowledge
I am empowered to make decisions that help me provide better
Employees in my immediate work unit are highly motivated to contribute to
the success of the university
Meetings are well planned and executed at Fresno State
Employees in my immediate work unit consistently look for more efficient and
effective ways of getting the job done
I handle the resources of the university as if they were my own
I generally feel informed about changes that affect me
An explanation is provided to me for short deadlines
My supervisor fairly evaluates my performance
I trust the employees in my work group
I am satisfied with the leadership in my department
My work contributes to the division's mission and vision
The mission and vision of the division make me feel that my job is important
I have someone at work who encourages my professional development
The Division clearly communicates its goals and strategies to me
Employees in my immediate work unit consistently put in extra effort beyond
what is expected
My immediate supervisor regularly acknowledges employees for a job well
done and their contributions to the department
My direct supervisor involves me in determining performance goals
Disagreements among employees in my work group are managed effectively
I receive recognition for my good work
I feel my safety on campus is a priority
11/4/2008
1
2
4
5
Neutral
Agree
Strongly
Agree
Total
Did Not
Answer
Average
Score
21
18
10
38
67
39
90
81
100
36
22
41
193
193
193
0
0
0
3.65
3.50
3.86
9
7
25
92
60
193
0
3.97
15
22
52
65
39
193
0
3.47
8
19
36
86
44
193
0
3.72
11
19
56
66
41
193
0
3.55
6
26
62
75
24
193
0
3 44
3.44
7
13
40
96
37
193
0
3.74
0
12
14
12
8
21
1
2
32
25
15
16
27
4
24
50
43
43
26
33
33
84
71
80
63
96
68
93
83
28
31
60
47
44
62
193
193
193
193
193
193
193
0
0
0
0
0
0
0
4.28
3.37
3.46
3.75
3.82
3.45
4.09
7
10
47
81
48
193
0
3.79
22
10
22
20
42
48
61
85
46
30
193
193
0
0
3.45
3.54
7
19
36
82
49
193
0
3.76
20
20
41
65
47
193
0
3.51
20
24
52
65
32
193
0
3.34
24
10
61
74
24
193
0
3.33
17
2
31
2
47
46
62
70
36
73
193
193
0
0
3.36
4.09
Strongly
Disagree
Disagree
8
5
3
3
Page 37
2008 Survey Results
Staff Only: Employee Climate
Fresno
Total Number Responding for Campus
193
Agreement: % of Responses
Question
I know how my job directly supports the division's goals
I have guidelines to assist me in making decisions that affect my work
My direct supervisor is accessible to me
In my work unit, we routinely talk about the quality of our work and the needs
of those who we do business with
I take pride in my work
There is a direct connection between the work I do and the success of the
university
I receive constructive feedback from my supervisor about the quality of my
work
I would recommend Fresno State as a good place to work
I would recommend The California State University as a good place to work
My department is one of the best places to work
My division is one of the best places to work
I feel like my ideas and opinions are listened to by my supervisor
Employees in my work group respect each others' differences
My supervisor, or someone at work, seem to care about me as a person
I see career growth and advancement opportunities for myself at Fresno
State
I am encouraged to be creative to resolve problems or accomplish
assignments
My work group is receptive to my suggestions for improving our work
Employees in my work group resolve conflicts directly with each other
Teamwork is encouraged in my department
My opinions are valued in my work group
11/4/2008
Strongly
Disagree
Disagree
Neutral
Agree
Strongly
Agree
Total
Sum of
Adverse
(SD + D)
Sum of
Positive (A
+ SA)
0.0%
2.1%
0.0%
4.7%
6.2%
4.1%
16.1%
13.5%
9.3%
44.6%
50.3%
28.0%
34.7%
28.0%
58.5%
100.0%
100.0%
100.0%
4.7%
8.3%
4.1%
79.3%
78.2%
86.5%
3.1%
10.9%
13.5%
40.4%
32.1%
100.0%
14.0%
72.5%
0.0%
0.0%
4.1%
18.1%
77.7%
100.0%
0.0%
95.9%
1.0%
2.6%
17.6%
37.3%
41.5%
100.0%
3.6%
78.8%
6.7%
7.8%
13.0%
39.9%
32.6%
100.0%
14.5%
72.5%
2.1%
5.2%
16.6%
35.2%
40.9%
100.0%
7.3%
76.2%
1.0%
1.6%
19.2%
38.3%
39.9%
100.0%
2.6%
78.2%
6.7%
2.6%
7.3%
4.1%
3.1%
12.4%
8.3%
11.4%
8.8%
8.3%
18.1%
24.4%
12.4%
16.6%
11.4%
27.5%
36.3%
39.4%
46.1%
41.5%
35.2%
28.5%
29.5%
24.4%
35.8%
100.0%
100.0%
100.0%
100.0%
100.0%
19.2%
10.9%
18.7%
13.0%
11.4%
62.7%
64.8%
68.9%
70.5%
77.2%
15.5%
18.1%
27.5%
24.4%
14.5%
100.0%
33.7%
38.9%
3.1%
9.3%
18.7%
38.3%
30.6%
100.0%
12.4%
68.9%
2.6%
5.7%
4.7%
3.6%
6.7%
8.8%
9.8%
6.2%
19.2%
22.3%
14.0%
18.1%
45.6%
47.7%
36.8%
48.7%
25.9%
15.5%
34.7%
23.3%
100.0%
100.0%
100.0%
100.0%
9.3%
14.5%
14.5%
9.8%
71.5%
63.2%
71.5%
72.0%
Page 38
2008 Survey Results
Staff Only: Employee Climate
Fresno
Total Number Responding for Campus
Question
There is cooperation between the work groups in my department
There is cooperation between departments in the division
I have access to sufficient information to do my job well
The tools, resources and equipment (including computer equipment I need to
get my work done are readily available
My department has provided me with opportunities to broaden my skills and
knowledge
I am empowered to make decisions that help me provide better
Employees in my immediate work unit are highly motivated to contribute to
the success of the university
Meetings are well planned and executed at Fresno State
Employees in my immediate work unit consistently look for more efficient and
effective ways of getting the job done
I handle the resources of the university as if they were my own
I generally feel informed about changes that affect me
An explanation is provided to me for short deadlines
My supervisor fairly evaluates my performance
I trust the employees in my work group
I am satisfied with the leadership in my department
My work contributes to the division's mission and vision
The mission and vision of the division make me feel that my job is important
I have someone at work who encourages my professional development
The Division clearly communicates its goals and strategies to me
Employees in my immediate work unit consistently put in extra effort beyond
what is expected
My immediate supervisor regularly acknowledges employees for a job well
done and their contributions to the department
My direct supervisor involves me in determining performance goals
Disagreements among employees in my work group are managed effectively
I receive recognition for my good work
I feel my safety on campus is a priority
11/4/2008
193
Strongly
Disagree
Disagree
Neutral
Agree
Strongly
Agree
Total
Sum of
Adverse
(SD + D)
Sum of
Positive (A
+ SA)
4.1%
2.6%
1.6%
10.9%
9.3%
5.2%
19.7%
34.7%
20.2%
46.6%
42.0%
51.8%
18.7%
11.4%
21.2%
100.0%
100.0%
100.0%
15.0%
11.9%
6.7%
65.3%
53.4%
73.1%
4.7%
3.6%
13.0%
47.7%
31.1%
100.0%
8.3%
78.8%
7.8%
11.4%
26.9%
33.7%
20.2%
100.0%
19.2%
53.9%
4.1%
9.8%
18.7%
44.6%
22.8%
100.0%
14.0%
67.4%
5.7%
9.8%
29.0%
34.2%
21.2%
100.0%
15.5%
55.4%
3 1%
3.1%
13 5%
13.5%
32 1%
32.1%
38 9%
38.9%
12 4%
12.4%
100 0%
100.0%
16 6%
16.6%
51 3%
51.3%
3.6%
6.7%
20.7%
49.7%
19.2%
100.0%
10.4%
68.9%
0.0%
6.2%
7.3%
6.2%
4.1%
10.9%
0.5%
1.0%
16.6%
13.0%
7.8%
8.3%
14.0%
2.1%
12.4%
25.9%
22.3%
22.3%
13.5%
17.1%
17.1%
43.5%
36.8%
41.5%
32.6%
49.7%
35.2%
48.2%
43.0%
14.5%
16.1%
31.1%
24.4%
22.8%
32.1%
100.0%
100.0%
100.0%
100.0%
100.0%
100.0%
100.0%
1.0%
22.8%
20.2%
14.0%
12.4%
24.9%
2.6%
86.5%
51.3%
57.5%
63.7%
74.1%
58.0%
80.3%
3.6%
5.2%
24.4%
42.0%
24.9%
100.0%
8.8%
66.8%
11.4%
5.2%
11.4%
10.4%
21.8%
24.9%
31.6%
44.0%
23.8%
15.5%
100.0%
100.0%
22.8%
15.5%
55.4%
59.6%
3.6%
9.8%
18.7%
42.5%
25.4%
100.0%
13.5%
67.9%
10.4%
10.4%
21.2%
33.7%
24.4%
100.0%
20.7%
58.0%
10.4%
12.4%
26.9%
33.7%
16.6%
100.0%
22.8%
50.3%
12.4%
5.2%
31.6%
38.3%
12.4%
100.0%
17.6%
50.8%
8.8%
1.0%
16.1%
1.0%
24.4%
23.8%
32.1%
36.3%
18.7%
37.8%
100.0%
100.0%
24.9%
2.1%
50.8%
74.1%
Page 39
2008 Survey Results
Staff Only: Employee Climate
Fresno
Total Number Responding for Campus
193
Chart # 1: Responses Sorted with Most Adverse at Top of Chart
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
I see career growth and advancement opportunities for myself at Fresno State
I receive recognition for my good work
I am satisfied with the leadership in my department
My direct supervisor involves me in determining performance goals
I generally feel informed about changes that affect me
I have someone at work who encourages my professional development
My immediate supervisor regularly acknowledges employees for a job well done and their contributions to…
An explanation is provided to me for short deadlines
My department has provided me with opportunities to broaden my skills and knowledge
My department is one of the best places to work
I feel like my ideas and opinions are listened to by my supervisor
Disagreements among employees in my work group are managed effectively
Meetings are well planned and executed at Fresno State
The Division clearly communicates its goals and strategies to me
Employees in my immediate work unit are highly motivated to contribute to the success of the university
There is cooperation between the work groups in my department
Employees in my work group resolve conflicts directly with each other
I receive constructive feedback from my supervisor about the quality of my work
Teamwork is encouraged in my department
I am empowered to make decisions that help me provide better
My supervisor fairly evaluates my performance
In my work unit, we routinely talk about the quality of our work and the needs of those who we do…
Employees in my immediate work unit consistently put in extra effort beyond what is expected
0%
20%
40%
60%
% Response
11/4/2008
Page 40
80%
100%
2008 Survey Results
Staff Only: Employee Climate
Fresno
Total Number Responding for Campus
193
Chart # 2: Continued Responses Sorted with Most Adverse at Top of Chart
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
Employees in my work group respect each others' differences
I trust the employees in my work group
I am encouraged to be creative to resolve problems or accomplish assignments
There is cooperation between departments in the division
My supervisor, or someone at work, seem to care about me as a person
My division is one of the best places to work
Employees in my immediate work unit consistently look for more efficient and effective ways of getting the…
Myy opinions are valued in myy work ggroup
My work group is receptive to my suggestions for improving our work
The mission and vision of the division make me feel that my job is important
I have guidelines to assist me in making decisions that affect my work
The tools, resources and equipment (including computer equipment I need to get my work done are…
I would recommend Fresno State as a good place to work
I have access to sufficient information to do my job well
I know how my job directly supports the division's goals
My direct supervisor is accessible to me
There is a direct connection between the work I do and the success of the university
My work contributes to the division's mission and vision
I would recommend The California State University as a good place to work
I feel my safety on campus is a priority
I handle the resources of the university as if they were my own
I take pride in my work
0%
10%
20%
30%
40%
50%
60%
% Response 11/4/2008
Page 41
70%
80%
90%
100%
2008 Survey Results
Staff Only: Employee Climate
Fresno
193
Yes
No
Percent
49.0%
51.0%
192
1
100.0%
Y
Yes
Grand Total
Did not respond to this question
Total
94
98
80.0%
70.0%
60.0%
50.0%
40.0%
30.0%
20.0%
10.0%
0.0%
As expanded programs become available, are you
interested in participating in alternative trransportation
(bus, carpool, biking) programs?
Yes
No
Percent
58.0%
42.0%
193
0
100.0%
80.0%
70.0%
60.0%
50.0%
40.0%
30.0%
20.0%
10.0%
0.0%
Yes
Grand Total
Did not respond to this question
Total
112
81
11/4/2008
No
Have you participated in any of our Wellness at Work
programs?
Page 42
No
Total Number Responding for Campus
2008 Survey Results
Staff Only: Employee Climate
Fresno
I would be interested in working four 10-hour workdays
during the summer
Yes
No
Total
150
43
Percent
77.7%
22.3%
193
0
100.0%
80.0%
70.0%
60.0%
50.0%
40.0%
30.0%
20.0%
10.0%
0.0%
Yes
Grand Total
Did not respond to this question
193
11/4/2008
Page 43
No
Total Number Responding for Campus
Survey Results
Comments Identified as
Manager or Staff
Page 44
2008 Satisfaction Survey Results
Employee Climate
Fresno
Group
Please use this space to comment on any aspect of your job that you feel is important
all of it as a service provider we keep the university running, daily.
I think my overall job helps contribute to the success of the campus.
My input is valued and included in decisions related to the University as a whole.
None.
Providing excellent customer service to the campus community.
The police departement needs to grow to meet the needs of the campus. Ideally we would have 2 officers per 1,000 people served. With a campus
population of about 25,000 people we should have somewhere in the neighborhood of 40-50 officers. We have less than half of that with only about
1/2 officer per 1,000 people in the campus community served. This does not take into account what Campus Point will bring us. There should be a
sergeant supervisor working patrol 24/7, currently there are long periods of time with there is no supervisor in the field due to lack of staffing.
When positions come available I would like to inform others off campus who might be interested rather than find out the position was specifically
drafted for one individual on campus. Allow others the opportunities for advancement. We need to recognize productive employees and stop giving
pay raises simply because an individual demands it.
ALL OF IT. Even if there are parts of it that I like less than others.
Alot of it is.
As an officer it feels good to help the campus community.
Assisting and giving opportunity for the personal and professional development of staff & students assistants so they feel impowered and are an asset
to our institution. Helping others through complex problems with technology. Providing the best service possible. Getting feedback that we're on the
right track and doing well.
Communication and respect between employees.
Copyright infringent on campus concerning downloading music, videos, business software and games. It would be a good idea to put a policy in place
that would make it very difficult to do this. I believe taking away the ability to download unauthorized copyrighted material will benefit the entire campus
without compromising the students' academic experience.
Current staff is not considered for advancement into management.
Customer service plays a very important part of my job. I have said time and again "if it was not for the students we would not have a job". Being
understanding and compassionette to students, parents, co-workers or people in general is very important to me. Knowing your responsibilities as an
employee and as an individual plays a crucial part of being who are. Very important is knowing your job, taking pride of your work and peforming it to
the best of your ability. This will make you an assest to your department. I must add my supervisor takes the time to recognize our work, compliments
us, as a result this encourage me/us to want to do better.
Employees such as co- workers need to use less foul language/gossip when communicating to each other on their breaks or even when they are
working because it just brings the Department down. Employees need to show more respect to each other.
11/4/2008
Page 45
2008 Satisfaction Survey Results
Employee Climate
Fresno
Group
Please use this space to comment on any aspect of your job that you feel is important
Every aspect of my job is important.
For me, it would be my respect for others and evolving appreciation that the only attitude I have responsibility for is my own. Although I strive to be
pleasant and share information with colleagues it is not necessarily the case that my consideration will be graciously recipricated. However since I
have built positive relationships as much as possible over the years I am fortunate to be able to network when necessary to do my job well and
maintian exceptional student satisfaction and thoroughly perform my job duties.
Have found that even though people have been at Fresno state for years they are horrible on their paperwork and we are just supposed to be
accomodating, even if it causes us extra time and headaches. Apparently the "this is just the way it is" is an acceptable viewpoint.
Helping the campus community, resolving problems, project administration
I am not given the same opportunities to maintain and expand my technology skills as other employees in my department.
I believe it is important to maintain open communication between work groups and for the department management to communicate issues that affect,
or may affect everyone in the department. Unfortunately, both of these types of communication have only mildly improved, but not enough to make a
difference.
I enjoy my work and am privilege to have such a great job with benefits. The best part is the people I work with-they are the best!
I feel all aspects of my job are important.
I feel it is important to encourage growth and creativity. I am happy to say that I have found this in my current position and department.
I feel it is important to note that department structures need to be re-evaluated. Departments that have work areas lacking directors, or interim
directors who do not meet the qualifications of the position and have inadequate staffing in an effort to pinch pennies are negatively affecting the
support staff, not just in those specific work areas, but also the other work areas that have interaction with them. Administrative staff morale is lower
than I have ever seen it before. Work area administrative staff that are at-will are severly underpaid when salaries and job duites are compared to
staff paid through state funds, and all fresno state admin staff as a whole are underpaid compared to the rest of the state and other states who have a
much lower minimum wage.
i feel my job is important but other departments dont view our department as important and do not include is in changes we are to make. we are not
given choices but rather just expected to do as told. We are at the bottom of the totem poll and never acknowledged
I feel that as a department we conduct many operations on a daily basis under many different circumstances. For instance where out on campus in
hot, cold, and raining weather and on top that we are given a hard time by studens and staff about the things we do around campus. As a department
we work long hours than any other department. I can not beggin to comperehend that we are payed less than any other department who do half stuff
we do
11/4/2008
Page 46
2008 Satisfaction Survey Results
Employee Climate
Fresno
Group
Please use this space to comment on any aspect of your job that you feel is important
I feel that many aspects of my job are important. On a daily basis, we insure that faculty,staff and students enter and exit campus quickly and safely.
We protect the parking stalls for those who pay to park.
I feel that my co-workers are the best they are very helpful and make work fun.
I feel that my hard work and good attitude reflects well on our university
I feel that my immediate supervisor has no clue as to what I do and if I,am any good at my jod. He in fact has said this to everyone that works for him.
I have a great deal of technical expertise that is highly underutilized.
I love my job and the people I work for and with.
I love working here at Fresno State, but I feel people who go above and beyond in their day to day activities should be somehow financially rewarded
and recognized among their peer. People who are rewarded work harder.
I'm all over the chess board and wouldn't be able to list them all here. Plus if I did they would most of them are projects that I must not talk about and
others are not, but all would lead back to whom I am.
11/4/2008
Page 47
2008 Satisfaction Survey Results
Employee Climate
Fresno
Group
Please use this space to comment on any aspect of your job that you feel is important
Important to offer fiscal and policy accountability. I provide answers and customer service to faculty and staff. I offer suggestions to help others
consider ways to handle situations more efficiently and correctly. I am told that I am helpful and knowledgeable, and for most, they appreciate that I try
to be nice about sometimes difficult situations. I try to represent the university in a professional, positive manner.
In our area,management is invisible. When there is work to be done, direction or leadership called for, they disappear. They focus on things that have
the least impact on the operation. Performance evaluations are driven by making sure the overall score is not higher than meets standards which
makes them a disincentive. They are not responsive to change, innovation or the open expression of ideas. They have fostered a culture of mediocrity
in which employees are afraid they will do something outside vaguely defined lines and know great work will go unappreciated or recognized, and they
model the very behavior they chastise.
In the past I have felt encouraged to stretch my skills and grow professionally. That level of encouragement has disappeared. No only do I no long
feel encouragement to improve myself, in some areas I see opportunities be withdrawn.
Insure that funds are spent appropriately
Interacting/assisting students who wonder into the office needing information or direction to a building/office.
It has been three(3) years since anyone in our department has received a performance evaluation. A year and a half ago we were told in a division
wide meeting that all directors that reported to the VP would be held accountable for providing performance evaluations. This has not been the case.
Additionally, there appears to be no attempt to promote from within the organization. New hires are recruited to fill positions that could be filled by
promoting existing staff.
It is freezing in our office right now. It would be nice to work an space where you didn't have to wear your jacket, if you call about how cold it is, then
the next day or so it is way to hot and then you have to use your fan.
It's a dead end job. There is no way that anyone in my workgroup will ever get a step/pay increase or any kind of advancement. This creates a low
morale/motivation situation.
its good
Many aspects of my job are important, however I would put keeping our systems functioning at the highest levels as the top priority. Stable,
consistent, high performing equipment allows our officers to work more efficiently, while providing the resources necessary for the public to access the
department in an emergency, and the dispatchers to communicate with the officers responding to an emergency. Accessibility to, and a response
from the Police Department cannot be compromised if we are to be an effective police department.
Meetings on this campus are held too often, too long (anything longer than an hour is a waste), with too little progress or substantive materials,
decisions or communications. University leadership needs to recognize that meetings become tar pits around here. Communication is not handled in a
positive way. When changes will be occurring, it is often the work area that is the last to know what is directly affecting them. Almost never are they
asked of their opinions. Often when we hear something contentious, the line from the University sounds like it is a "line".
My department has a great support system. I consistently see our department working together as a team. This camaraderie has been created by the
great leadership in the organization.
11/4/2008
Page 48
2008 Satisfaction Survey Results
Employee Climate
Fresno
Group
Please use this space to comment on any aspect of your job that you feel is important
My job is important, because I am helping students. College is all about the education "outside" the classroom.
My work impacts the university. I appreciate that I have lots of opportunities to contribute to my department and the campus as a whole.
Need to work on Morale issues in our group. Need to promote from within the group.
No comment
Promotions have not been fair.
Raises within my pay range.
respect,feedback from management.
safety is number 1.
SAFETY SHOULD BE NUMBER ONE PRIORTY FOR ALL EMPLOYEES.
supports the university's academic mission
The increase in work without the increase or maintainin of the workforce (natural attrition) is beginning to show up as stress among many of the
employees. Hearing lots of comments from employees that they just cannot keep up because people leave and their positions are not filled...just
spread out to other employees.
The most aspect of my job that I feel is important is providing quality service to the campus community and students of Fresno State.
The overall working atmosphere in my group is wonderful. People are encouraged to be responsible - yet are not overmanaged or micromanaged.
This fosters an atmosphere of trust and promotes a supportive work environment.
There is favoritism and unfair treatment that is witnessed and allowed in the corporation that I work in. Guidelines, rules, policies and procedures are
completely disregard for employees who are favored. There is absolutely no consistencies and fairness!! Employees being promoted to positions that
they do not have the required minimum qualifications for.
This is a wonderful place to work for and I would not work anywhere else. The people are fun loving and promote a positive atmosphere.
Time allowed to attend open workshops.
We are encouraged to be creative, have fun, an be positive.
We respond to the emergency needs of the campus community. Without fail we accomplish a multitude of unrecognized tasks with full integrity. We
approach each opportunity to show our courage and commitment as a testiment to our professionalism.
When reviewing staff positions the entire unit should be evaluated equally and fairly and looked upon for equity, tenure and performance of job duties
abd no one should be singled out.
11/4/2008
Page 49
2008 Satisfaction Survey Results
Employee Climate
Fresno
Group
Please use this space to comment on any aspect of your job that you feel is important
Wish there were more opportunities for advancement. Wish administrators would would do more to help with advancement, wage increases, etc.
11/4/2008
Page 50
2008 Satisfaction Survey Results
Employee Climate
Fresno
Group
If there was one thing you could change/initiate in your work area to make it better, what would it be?
A larger work area is needed. Also we need a breakroom rather than having to take lunch at me desk.
A new building
A new police department that is efficient for personnel (showers, restrooms, locker room, office space).
Actually there is another office, the Financial Aid Office that is impacting our area. When students cannot get into the Fin Aid office, they often call our
office for information. Students get frustrated. I was told when I brought this up to my manager, that the Fin Aid office is doing the best they can. Upper
management needs to address this problem with the Fin Aid office.
change the budgeting process to cover all salaries under the general fund
Development of Standard Operating Procedures to bring operational consistency and facilitate new employe training.
I know it is coming - but updating our calendaring and email client and phone system is crucial.
Job Roles. I feel that job roles are not clearly defined in our department. Rather than having a clear outline of job responsibilities and tasks my coworkers and I are often told to just 'figure it out', which causes frustration. The solution is simple...outline specific job roles and expectations for
employees with overlapping and/or similar responsibilites.
money, staffing, are short and timelines are unrealistic.
None.
Replace Meeting Maker with Microsoft Outlook for better colaboration between emails and calendaring.
Sometimes I think desisions are made based on a political or financially need, and not always what is best for the students. Sometimes I don't think
the students' best interest is always the deturmining outcome.
Treating everyone with equal respect and recognition.
We need a new police department facility. The current one is bulging at the seams. It is old, outdated and not adequate for our present needs let
alone future needs. Officers are bunched up 2 and 3 to a locker, there is no shower facility, everything is overcrowded.
We seem to have a huge gender divide. Women are not recognized, or promoted as readily. There's very little networking amongst women. Male
managers do engage in a great deal of networking and the women are always left out of the mix. It feels as if we regressed to working in the 50's.
Women are held to a higher standard of performance.
4-ten hour days, or 7:00-3:30 hours, or even a 9/80 schedule, something other than the 8-5 M-F
A new supervisor that someone or two from our workgroup could be involved in the hiring process.
additioanl work space would be very helpful
Additional staff to make workload more manageable
Better communication and more respect from our director.
Better Communication between groups.
Better communication from other departments and divisions that we work with.
Better equity in assigning responsibilities/work. Use the management team more effectively and encourage them to do their work such as planning,
assigning work, coordinating, resolving conflicts (schedule, staff, vendor, etc...), evaluating performance, encouraging staff to grow rather than
dismissing their duties.
Better heating & cooling system. Ventilation cleanups would be nice.
11/4/2008
Page 51
2008 Satisfaction Survey Results
Employee Climate
Fresno
Group
If there was one thing you could change/initiate in your work area to make it better, what would it be?
Better leadership and immediate and appropriate resolution to issues between employees. Providing a sense of fairness to all employees throughout
all departments (showing no favoritism) is necessary.
Better teamwork. There are too many people working on their own agenda and bad mouthing anyone that does not agree with them. Also we have
management that does not listen to us.
Changing the way people think, to strive for the ideal within thier means rather than the bare minimum.
Communication between management and staff is in a state of perpetual ignorance.
Communication between the department managers and the staff continues to be an issue. Keeping the staff better informed on departmental changes
would go a long way in improving overall moral.
Consistency among management
Consolidate offices into one location for more efficiency
Easier and faster way to procure material.
Employee Moral.
ergomonics
Faster response to staffing needs - prioritizing recruitment efforts when vacancies are anticipated.
Fire the employees that only seem to do the bare minimum, if that.
Fix the temperature in the office. It would also be nice to have a raise to help with the rising cost of gas / food ect.
flexible work schedules for those who want it telecommuting for half-days for those who want it
Force MMPs to actualy manage their staffs instead of appointing non-MPP "supervisors". Our MPPs rarely deal with more than 2 "supervisors" while
the "supervisors" handle 6 or 7 staff and are responsible for their own jobs.
Get fully funded.
is ego driven, all talk, and have no technical background but likes to pretend
does by arguing with
Getting rid of our department director as
employees and throwing around buzz words to cover up
lack of technical knowledge.
is also taking the department and campus in the wrong
direct in a lot of ways in my opinion. I truly had high hopes for
when
first got onboard as
talked a good game, but I soon found that talking a
good game is about all
is good at
Have monthly meetings with employees on any issues or concerns. Give employees incitives for work performances.
Having sufficient formal training and cross training. On-going assistance from other team members to meet high volume periods, and continual
assistance in order to maintain processes timely and efficiently.
Help find other employment for those employees in my work that hate it here.
Hold individuals more accountable for their actions, i.e. repeated absences and tardiness that appear to go unaccounted for which causes others to
feel that behavior is acceptable.
11/4/2008
Page 52
2008 Satisfaction Survey Results
Employee Climate
Fresno
Group
If there was one thing you could change/initiate in your work area to make it better, what would it be?
Holding people accountable for their work performance/attendance in a more effecient and effective manner. To fast track their decision to meet their
responsibilities or leave. Empower supervisors with more authority. Managers can be overwhelmed
Honesty from the top down.
I do wish there was a way to move up the scale in our department.
I FEEL THAT SOME INDIVIDUALS GET SPECIAL PRIVILEGES - FOR EXAMPLE SOME EMPLOYEES DRESS AS IF THEY WHERE GOING OUT
NIGHT CLUBING AND GET AWAY WITH THIS UNCALLED DRESS CODE FOR OUR WORK AREA!! IF ANOTHER EMPLOYEE DRESSED IN
THIS MANNER THEY PROBABLY WOULD BE TOLD THAT THIS IS NOT THE PROPER WAY TO DRESS!! I FEEL THAT THIS THAN WOULD
DISCRIMINATION
I feel that those who continually get work done are the ones who continually get the work. And, those that are under-achievers are not held
accountable nor are they trained to work smarter, better, harder. Premiere performers should be mentors to those that are low-producers.
I find it frustrating to work with individuals who do not value their work and refuse to contribute to the needs of the department and/or university. There
should be some sort of penalty for those who do not complete their required tasks, and opportunity for them to leave the university.
I really would like the Division, Department of upper management to recognize and evaluate the work ethics, accomplishemnts, performence and the
years of service one has served in order to be able to receive a better monthly, yearly salary. This is clearly a recognition of ones worth and one would
want to even accomplish more in the work place and for the department. It is obvious their are many individual that are over looked and are not
rewarded for their work load in the department. There are times in our department that there are some indiviuals seem to be looking for work and their
are other individuals that are stressed to keep up with their work load. I see this with upper management as well. I see our supervisor who is a
manager who has so much responsibilities and I do not know if this individual is recognized for all the accomplishments that she has performed. I just
know I appreciate her and admire her and I must say she is always their for her staff.
I think working more as a "team" within the divisions.
I would change how people are treated. I feel that everyone should be treated equal.
I would eliminate/change the personality my immediate supervisor currently has.
is negative, bitter, very verbal in
dislike for the university
administration, homophobic, very verbal in
hatred of non-Christian religions, and generally distrustful of anyone who is not exactly like
.
I would encourage the people who don't like to work hard, or don't like their job, to make an effort to find employment elsewhere. I would like to see
folks held accountable for their job assignments.
I would like glass partitions so that students can have more privacy when they need to see us.
I would like to have better equipment. I would like positive feedback to be the main component of leadership - accountability, not blame. More effective
communication.
11/4/2008
Page 53
2008 Satisfaction Survey Results
Employee Climate
Fresno
Group
If there was one thing you could change/initiate in your work area to make it better, what would it be?
I would like to initiate an information period that could be used to enlighten the the campus community on what each work area does on campus. It
could be a monthly or bi-monthly time period where employees could attend a session to learn what another department does, how, why and their
reward. I think that could serve to help us all join together to for the benefit of the University
I would like to see my department recognize use for a job well done.
Incentive Program/Promotions from within the department.
It is either very cold or very warm in my work area. It is very uncomfortable to sit at your desk when it is 60 degrees in the summer and 85 degrees in
the winter.
It would be better if I had more training opportunities so that I was more knowledgeable and respected in the field that would to lead to job
advancement. Conferences/workshops at higher levels that provide certificates of completion would assist, but I may need to go back to school. I can
offer to work on assignments at quality levels, but it takes others to also offer encouragment to be a part of something larger to provide long range
vision of employees. Not everyone feels that way but take advantage of those who do.
Lesser work load with more reasonable turn around time. Quality often suffers as a result of having to turn work around too quickly. "Do-overs" are
also too commonplace. Sometimes work is assigned and completed only to later discover the direction changed and the work product needs to be
done over anyway.
Management should provide me with performance evaluation and goals for next year - I really do not know how I am doing or what should my goals
be. I also have no clue if there is something I should improve or should I assue I am doing outstanding job.
Mangers, Controllers, VP's, etc that stop in the office at least once a month to say hi and ask how everyone is doing.
Merit based increases
more employees
More light (natural sunlight).
More Printers. At the present time, we have two printers we are using for our department, plus a copier/printer/scanner for large printing jobs. One of
the printers is being phased out as it is an older model. The plan is for us to discontinue using it and only use the one printer plus the
copier/printer/scanner. It is difficult to give good customer service when you are waiting for access to a printer for reports that you need.
More private work space (both visually and audibly).
more respect and more consideration towards our department and employees within my department.
More solid dicipline actions against the so-called 'back stabbers'.
More time for staff meetings and open communication. Things feel very rushed.
More time; less stress; more willingness to abide by policy & law.
MORE TRAINING!
My specific work area is too crowded, but there is nothing in the planning for appropriation of funds for a new building. Instead, new facilities are being
built through campus point we are not able to utilize because we owe too much on our bonds. There are several full-time professional staff in our work
area who need to conduct confidential meetings with students and parents, yet we don't have the appropriate facility to provide us with individual
offices or cuibcles with doors. The most important thing we remember is that we are here to serve our students and if we cannot provide this
confidentiality and privacy to them, we need to fix this.
New vehicles are needed.
11/4/2008
Page 54
2008 Satisfaction Survey Results
Employee Climate
Fresno
Group
If there was one thing you could change/initiate in your work area to make it better, what would it be?
No comment
No one in
has had a performance review since 2005. There are even a few people in the department who have been employed by the University
in the last 3 years who have never received performance expectations or performance reviews. With unclear expectations and goals, the drive to be
the best one can be and do the best job is diminished. I believe that the best thing that could happen to the department would be to get someone in
who really wants (and knows how) to inspire, organize, encourage and support the people in the department. There is so much that these people
could accomplish if just support from management was available.
PHONE SYSTEM/LINES NEED A DRASTIC IMPROVEMENT. CAN
YOU HEAR ME NOW!!!
Nothing at this time.
Nothing, I enjoy all aspects of my job.
Ongoing training for all levels, not just supervisors.
pay
Pay for performance. I get paid the same as others in my classification regardless of the superior work that I do. There is no incentive to go above
and beyond.
Promotions, Career paths, opportunities for career development and position advancement
Propoer tools to get the job done.
Provide opportunities for "everyone" to improve their job skills. Also, provide opportunities for growth within, and outside of the dept.
Provide updated equipment that other agencies have access to. With this equipment, our ability to do our job successfully would improve
tremendously
Salary increase, advancement opportunities, administration accountability, performance evaluations for administrators, with employee input.
Settle problems as they come up, don't let them fester.
short of changing department director, I can not think of another change that could potentially intiate a positive change in the overal morale and
'climate' in my department.
sometimes do not feel part of the university, isolated off-campus.
STOP all of the consistant gossiping, whispering, and immature "high-school" behaviors in the office.
That the supervisors show by example and expect from their employees a higher level of professionalism. I feel it's inappropriate for a manager to
discuss their issues with an employee with other employees. Problems between employees are not directly dealt with, but avoided. There is no
teambuilding to instill respect amongst employees, especially if managers are making negative or inappropriate comments about employees within the
department in front of others.
11/4/2008
Page 55
2008 Satisfaction Survey Results
Employee Climate
Fresno
Group
If there was one thing you could change/initiate in your work area to make it better, what would it be?
The leadership group in my area. I also would like to see an organized approach to identifying and developing talent within the administrative services
area so people could see the opportunity to move across division lines and advance their careers. There are some very talented people who currently
find themselves buried in positions that do not make the best use of their skills and experiences.
To renovate our cubicles and make it work friendly, rather than lined up like jail cells. Better lighting in our building.
We need more computer support and the right tools to do our job!
We would all have tazers and M4 rifles.
11/4/2008
Page 56
2008 Satisfaction Survey Results
Employee Climate
Fresno
Group
What are 2-3 things you like most about your department
1) A great group of people who genuinely care for each other. 2) The opportunity to serve other departments and truly make a difference 3) the fact
that we are constantly looking for ways to improve service and business operations.
1) We work as a team and feel like a family 2) Everyone does what it takes to get the job done
Great people are our number one asset.
Gret people that I work with and for.
I like the work, the pace of work and the things I see that we are accomplishing.
Leadership & investment in continuing education
My boss and her support and wisdom. Everyone seems to work hard to get the job done. We all get along and do our jobs well - makes my job
enjoyable.
My co-workers and my immediate supervisor.
My co-workers,The responsibility,
People enjoy working here, which makes it a nice place to come to work every day.
People Laughter Assisting others
The commitment obseerved despite the lack of space and accomodations.
The majority of the individuals are great to work with and care about one another--like a family. The various ethnic groups and genders that work
together. The stability.
The majority of the people who work here are highly committed and work well together.
The people are the best things about the department, they really do pull together to get the daily things done that need to be done. When any of the
hundreds of special events take place on campus we pull together to make the event a success as best we can regarding police/traffic and parking
issues.
The people I work with The challenge of the projects
We are allowed to work independently for the most part. The staff takes a real interest in helping students and our staff for the most part works very
hard. Fresno State is a very good place to work.
"the worker bees"
?
1)We have a working lunch and we can take our lunch at anytime. 2)We have different shifts. 3)The department is fexible in the since that we can
take vacation or sickleave and not cause any problems to departments goals or daily operations.
1. A good group of people to work with. Every one is dedicated to doing their best work. 2. Newly instituted department meetings that are regularly
scheduled
1. Ability to work without micro-management. My manager trusts my judgement and supports my decisions. I especially appreciate the sensitivity and
support demonstrated by my manager on the rare occassions when my actions (or lack of action) resulted in the need to take corrective action. 2. My
coworkers. What a blessing to work with people who genuinely care about one another.
1. challenging. 2. knowledge level of the staff is good.
1. It is a major player in the function of the University 2. There's clear direction on what projects are being prioritized
1. My co-workers
11/4/2008
Page 57
2008 Satisfaction Survey Results
Employee Climate
Fresno
Group
What are 2-3 things you like most about your department
1. The variety of people (race,creed,color) 2. The varied experience of my work group 3. Opportunity to share experiences with others in department
1. This work group has a great practice of organization and if it is kept up the work is very efficient. Making the work less stressful. 2. When there is a
problem with co-workers I am encouraged to work through it rather then just letting it go and then becoming a larger problem later. This is not my in my
comfort zone if the other person is not receptive yet my supervisors will help us work through it. 3. The expectations of the job are very clear and this
causes less confusion which then helps with a positive environment.
1. We are not shy about spending money on equipment. 2. I like my job and the freedom i have to perform its duties.
1.Professional 2.Hard working 3.Integrity
1-Everyone is friendly 2-Challenge 3-Consistent
1-Some of the people. 2-Stability.
1st Our job is to service the student.
3rd We work independently
and make decisions on different situations for different circumstances.
Camaraderie
Can'tt think of anything at this time.
Can
Working well between the different areas in our department Flexible work schedule
Colleagues
Coloration with colleagues. We are lucky to have a talented staff with a broad range of knowledge. Our department is also good at making sure that
what we are doing meets the needs of the University.
compassionate boss mission to help students
Comraderie that exists between the whole department. Our management team is terrific. Always there to listen or advise. Friendly. Our output and how
much it adds to the value of our community.
Cooperative working relationship with co-workers High attention to equipment and technological needs
Co-workers
Co-workers and management
Co-workers are the best. The get togethers we have for special occasions!
co-workers helping people
co-workers team work campus atmosphere
co-workers, type of job I do
Cross-training
Despite work pressure, a sense of humor is valued - as are individuals. Most people here are self starters, too - dedicated without needing too much
direction or micro-management.
Dynamic services Opportunity to learn about technical issues
Everyone is friendly (even if, for some, it's only superficial). There are many people that really care about both their job and other people.
everyone seems to appreciate all that I do.
Flexibile work hours
11/4/2008
Page 58
2008 Satisfaction Survey Results
Employee Climate
Fresno
Group
What are 2-3 things you like most about your department
Flexible schedule
Friendly people, work schedule.
Good communications. Teamwork
How we serve the university in an important role. The work can be interesting, but sometimes intensely busy. My fellow-employees are easy to work
with and we give more than 100% as an office team to our department.
I appreciate how much we accomplish with very, very little (and continually diminishing) resources
I can't think of one much less 2 or 3
I cherish my coworkers and in particular our students who keep us all young. I treasure our students and others who come to us for assistance. And I
appreciate every day the ongoing opportunities I am blessed with, to be a member of the campus community and thereby provide value to our
community at large.
I don't particularly like my dept right now. Some people are allowed to loaf about and produce little or nothing and being productive just results in
someone elses work being dumped on you because they won't do it.
I enjoy the campus community and all that it has to offer I appreciate the support by the upper administration I value the friendships that have been
built through my work
I enjoy working with most of the people in my department. I like the ongoing challenges we face, because there is never a dull moment. I enjoy
working with people as a team, to take on a new challenge, find a solution, implement the solution, then evaluate our work and find ways to improve it.
When we do these things as a team, we generally do a good job.
I have a supervisor that is approachable. The employees have a sense of family, which is nice.
I HAVE AN OFFICE. I HAVE A TELEPHONE. I HAVE A COMPUTER.
I like that we are a customer oriented department and we enjoy helping people. I enjoy being cross-trained in order for us to assist other areas in our
department. Our department is like a family, we all care about one another and try to be their for each other.
I like that we are able to pay employees in a timely manner given the horrendous deadlines we must work with. I like that employees on campus
appreciate what we are able to do for them on short notice.
I like the fact that everyone in our department work very hard. Vary fast paced office.
I like the feel that I can go talk with my Manager and or Director openly, in regards to work related issues.
I like the relationships I see among the people in my office
I like, the hard work and dedication a large part of the people are willing to put in even under the worst of cases. I like, meeting new people and
building working, and friendly relationships with them. I like, having the opportunity that I have working with new technologies and getting as much self
teaching out of it as I can.
I love working with and helping the students. That is my absolute favorite thing about working at the university. I love the buzz of the campus when
semester is in session. Students are the reason we are here, and are the customer.
I also love the people I work with and I couldnt ask for a better manager.
I love working with my co-workers. They are a fun group of people and makes work a joy to come to each day.
Its like a family. I like and respect almost everyone.
Leadership and mentoring my supervisors provide, the learning opportunities afforded to me and support we provide the campus.
11/4/2008
Page 59
2008 Satisfaction Survey Results
Employee Climate
Fresno
Group
What are 2-3 things you like most about your department
Location
Location and work group.
My co-workers. My superiors care.
My direct supervisor believes in me and encouranges me to grow professionally.
My fellow co-workers.
My manager and the work environment.
My manager
does an exceptional job managing our department.
is very efficient and treats all of the people
manages
with equal respect.
is a great communicator and ellicts the opinions of others.
definatly provides a teamwork environment that makes my job
very enjoyable.
MY SUPERVISORS, MY CO-WORKERS, DEALING WITH THE PUBLIC AND MY PLACE OF EMPLOYMENT
My work group and the people in the front office
Neutral
New offices. More inter-department interaction.
No good words to say about the department.
Not much is expected from the employees. You are pretty much left to do your own thing.
Our
director
Our staff truly cares about the campus. We give our best constantly. No one generally second guesses our informed decision making.
peopel I work with.
PEOPLE
People are friendly, it's always busy with new and different challenges, it is a very diverse environment
Sharing of knowledge New management New direction - more positive image on campus
small size and collegiality among coworkers
Some flexibility in the work schedule in order to attend to family needs (appointments, etc). The ability to work independently in order to complete the
necessary assignments of each day.
Support from immedidate supervisor. The comerade of team members. Have enjoyed assisting population the unit assists and enjoy the job duties
that supports the unit.
Teamwork - EVERYONE shares the load. Flexability - Previous employeers that I have had have been impossibly strict about time off. Time off
requests, with past employers, were often required months in advance and frequently denied. This make me deeply appreciate my department. I work
HERE because I love it here, I WORK only because I must. One day this may change to working here because I love it here. If my dreams of retiring
from this job work out then towards the end this will likely be the case. Trust - I trust everyone in my department as moral individuals. They are ALL
wonderful people.
the brotherhood. the impact it makes on the university. our department makes a difference
The challenge. The feeling of providing value by helping others.
The Director
is fantastic. The ability to make meaningful changes in many areas when we, as a team, believe they are necessary.
The only thing I like about my department is my individual work group.
11/4/2008
Page 60
2008 Satisfaction Survey Results
Employee Climate
Fresno
Group
What are 2-3 things you like most about your department
The people Good work environment
The people - we are like family. There's always something to do - I'm never bored. There's always opportunity for overtime.
The people I work with are awesome!
The people that I work with and the customers we serve.
The people who work in my department for the most part are very dedicated and try to do a good job, sometimes despite management.
The people with whom I work are intelligent and hard working. They also have a sense of humor.
The people work really hard and care about their jobs. We are all very friendly to each other and have a very good sense of community.
The strong support from supervisors, and the opportunities to grow.
The teamwork Our determination to see projects completed efficiently and with high quality The commraderie and true sense of "family"/belonging
The teamwork. I know I can count on others. The customer service attitude. Our customers leave happy and informed.
The type of work I do.
The work that I do. The friendly people in the department. The appreciation I receive for the work I do.
There are several intelligent and motivated people whom I enjoy working with.
I like the casual atmosphere.
We (in my group) are mostly allowed to work independently, but have the team to rely on if we need help. Supervisor seems to care about my needs.
We are constantly learning new things. We are getting better. The director is fair.
we are going to become a team (hopefully) we are a small but efficient group of people
We are on the low end of the pay scale and should be in line with the state employees
We directly affect the experience of the students here on campus.
work 4/10.
11/4/2008
Page 61
2008 Satisfaction Survey Results
Employee Climate
Fresno
Group
Are there other services you would like to see on campus to make your work day more efficient?
1. Staff parking reserved only for staff. 2. Excepting credit cards at on-campus food venues.
I would like to see more professional development opportunities be readily available.
I would like to see the university implement an employee recognition plan that involves monetary and non-monetary options for supervisors and MPPs.
At other institutions where I have served, managers had the authority to grant "on-the-spot" monetary awards ($50- $450) or authorize 1-3 hours of
administrative leave at rewards to their best performers or in recognition of a particular achievement. Other non-monetary awards might include
reserved front row parking a month, complementary tickets to a football or basketball event, or specially designed Fresno State apparel. For years I
have funded recognition awards and morale boosting activities out of pocket. I firmly believe it has had a profound impact on morale and commraderie
within the department.
It would be really helpful to have at least a general timetable for the Dog Run. As it is, there is no way to know if it will be useful to get around campus
when you need it. It would also allow employees to use the more remote parking lots.
None.
Possibly more availability of IT resources so projects can be completed on time and support provided to solve IT problems timely, management
increased interest in really meeting the studnets' needs, not just helping those students who are the "squeky wheel." I really think the culture and
atmosphere in
could be improved by upper management. Possibly need more involvement by management in day to day
solutions and in making department more efficient in its operations.
While having alternative transportation programs in place is important Fresno will continue to be a place where people drive their cars. Parking
structures should be built with adequate ingress/egress to/from the structure to keep traffic moving and handle large events such as football games,
Save Mart Center events, other large campus events.
Would absolutely love a 4x10 workweek as an option.
?
a 4-10s work schedule should be used year round. If people had the extra day off, they would be more productive day to day.
A better accessed transportation system. Better traffic flow through campus.
A better communication on job discriptions and job security guarantee.
A bigger and more efficient food court, not everyone has the luxury/privilige of eating off campus. I've been here 10 years, and aside from the
restaurants changing, the food court has not grown an inch.
A lot of time is spent traveling to and from meetings since our office has been moved across Shaw. Transportation services would save time.
A phone service that would be an efficient mechanism for the large amount of communication for this size of campus. Now most calls can't be heard,
the voice mail system is antiquated.
Better lunch facilities and variety of new eating places for lunch.
Better transportation options from my office to campus facilities.
Campus-wide instant messaging service, grouped by division/department/college. A more private workstation. Regular feedback on the results of the
work that our work group completes.
Computers in our patrol vehicles.
Consistencies, fair treatment for all staff, and following their own rules!!
continue to educate the university community of public safety
11/4/2008
Page 62
2008 Satisfaction Survey Results
Employee Climate
Fresno
Group
Are there other services you would like to see on campus to make your work day more efficient?
COOPERATION FROM DEPARTMENTS
Day care or programs for children at a reasonable price would be helpful. Its hard for full-time working parents to find something accomodating during
the summer hours.
Department closed at lunch.
Dry cleaning would be great! Vending machine movie rentals like what's in a grocery store.
During summer months, we are stuck in the office because of the half-hour lunch schedule. Is it possible to have a lunch vendor in the Joyal atrium?
Is there food delivery service on campus?
EASY ACCESS ON/OFF CAMPUS BETTER PHONE SYSTEM.
Healthy, convenient food choices
I belive all departments (academic and administrative) should take advantage of the building permit system we have in place in order better track of
the needs and desires of the campus.
I think the new absence reporting will be nice. I just hope their is a "view" for supervisors to assist managers in spotting trends and problems.
I wish there were food kiosks for staff/faculty only. Sometimes it takes 45 minutes to stand in line with the students to get lunch.
I would say that the campus as a whole does great job in this area!
I'm stuck thinking about what I would use on a daily basis and that's other services like lunch delivery, dry cleaning, shoe repairs, grocery delivery....
personal errand assistance. Access to profiessional development courses through Extended Ed that would actually be useful
It would be helpful if there were more choices for lunch, which would eliminate me leaving campus as often during the day.
It would be nice if the lines for food wasn't so long. There are times you spend 1/2 of your lunch break just waiting in line.
Just the ability to participate without management concerns.
More 15 to 30 minute parking stalls for hand carried deliveries.
More choices for lunch and the ability to get lunch in a reasonable amount of time. The pit has become so congested at lunch time that I prefer to
drive off-campus for food.
N/A
New services, no. Improvement of certain services... Perhaps, there is always room for improvement.
No
No
No
No but thank you for asking.
none at this time
none that I can think of.
none that I can think of.
None.
Not on campus and so feel disconnected at times.
Not really -
11/4/2008
Page 63
2008 Satisfaction Survey Results
Employee Climate
Fresno
Group
Are there other services you would like to see on campus to make your work day more efficient?
Not really.
Not sure.
Not that I can think of.
Nothing comes to mind.
On campus transportation. We work off campus
and we have to walk or drive to the campus to make meetings. Would be nice if
we had the shuttle
I don't mind the walk, but it takes 15-20 minutes, which means we loose
almost an hour in travel time.
One day parking permits to
staff that do not work on campus very regularly. It costs to attend a meeting or an event or to drop something off.
Even to have lunch on campus with someone would cost to park, even though it isn't often enough to warrant paying for the fee monthly. Even a few
passes each semester to use. Having fun events for staff keeps motivation and moral high.
relaxation seminars given through yoga sessions - they were awesome!(wellness at work)
Some lunch delivery options - box lunch types of things that could be called in and delivered to our offices. Sandwich box with chips and a drink,
yogurt, fruit cups, nothing too elaborate...maybe not even anything other than cold stuff, for example. Just a convenience - not a requirement, but
sometimes running out for a quick lunch still takes longer than one might like.
STRESS MANAGEMENT! ASAP!
The survey should have provided a comment section for each question or page of questions to clarify the answers.
To be able to continue to have all the resources to efficiently manage the day to day operation and to resolve situations timely and effectively.
We are not on campus, a little hard to get to some things for us.
Would be so wonderful to have an employee break room or lounge where we can eat lunch or just sit and read during our break. Also, would be great
to be able to get food closer to the Joyal Building. Was really nice when we had the "food cart" in the atrium for a while.
Yes there are other services that the University can improve on campus. For example it can start by doing something at Barstow were students cross
to get on campus. By doing so it allows for students and vehicles to cross safely with out having to dodge vehicles or students. It would benefit
everyone driving or walking on Barstow. Am surprised nothing has been done to fix the problem since student, staff and faculty safety is a priority. One
other thing is having all the food services in one location. Spreading food services would be a great benefit.
Yes, but my mind is so full of new services and ideas that no one wants to hear or even implement that it would take much more than just this survey
to convey them. I have been pushing for many of them in our department for years and none of them have hit on a campus wide level as I feel that I
have been brick walled because of the job title I hold and the totem pole system that takes place on this campus. And/or my ideas have just been flat
out stolen and credit taken by another group or person. No one really listens and/are to scare to make big changes that in this day and age need to be
make. When I have my supervisor putting his fingers in his ears and running back to his office singing "la la la la" because I'm warning him of
changes that are taking pace now and we needed to start being prepared for them a year ago and there is now way around it... to me this is a bad
sign. (This is just one example of many). So now, I try to say nothing because we are not forward thinking at all and are just now implementing
services and solutions that I was already working with in the private sector
11/4/2008
Page 64
2008 Satisfaction Survey Results
Employee Climate
Fresno
Group
Are there other services you would like to see on campus to make your work day more efficient?
You know there is always room for improvement. 1. The CSUF phone directory hard-copy, maybe their could be a picture next to the name of the
individual. This would really be helpful. The individual can place a face to the name. Or maybe a hard copy of photo directory with names of the
employees of CSUF, Foundation, Auxiliary, Bookstore, Housing etc. 2. In our department it is manatory to answer the phone calls as they come in.
There are to many departments on campus that are not customer oriented and do not want to take the time to assist phone calls,thus having there
phone recording on. I believe this is very rude and unprofessional. The students complain to us that various departments have put them on hold for 10
to 20 minutes. This happens especially during deadlines. As for our department we receive compliments from students and parents. They thank us for
being pleasant and helpful to them. Maybe a work shop informing all the departments the need and the importance of customer service.
11/4/2008
Page 65
Comparison of Department Average
Scores by Question
Note: The following charts are plots of the average scores for each
department by question. The scale for the average values ranges from 2.0 to
5.0. The averages are based on the following values.
Value
1
2
3
4
5
Response
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
Page 66
CSU Fresno - 2008 Employee Climate Survey
Avg Score (1=SD, 2=D, 3=N, 4=A, 5=SA)
1: I know how my job directly supports the division's goals
5.0
4.5
4.0
3.5
3.0
2.5
2.0
Aux Svcs
Camp Info Sys
Facil Mgt
Fin Svcs
HR
Info Tech Svcs Offc VP Admin Pub Safety
Risk Mgt & Sustain
Avg Score (1=SD, 2=D, 3=N, 4=A, 5=SA)
2: I have guidelines to assist me in making decisions that affect my work
5.0
4.5
4.0
3.5
3.0
2.5
2.0
Aux Svcs
Camp Info Sys
Facil Mgt
Fin Svcs
HR
Info Tech Svcs Offc VP Admin Pub Safety
Page 67
Risk Mgt & Sustain
CSU Fresno - 2008 Employee Climate Survey
Avg Score (1=SD, 2=D, 3=N, 4=A, 5=SA)
3: My direct supervisor is accessible to me
5.0
4.5
4.0
3.5
3.0
2.5
2.0
Aux Svcs
Camp Info Sys
Facil Mgt
Fin Svcs
HR
Info Tech Svcs Offc VP Admin Pub Safety
Risk Mgt & Sustain
Avg Score (1=SD, 2=D, 3=N, 4=A, 5=SA)
4: In my work unit, we routinely talk about the quality of our work and the needs of those who we do business with
5.0
4.5
4.0
3.5
3.0
2.5
2.0
Aux Svcs
Camp Info Sys
Facil Mgt
Fin Svcs
HR
Info Tech Svcs Offc VP Admin Pub Safety
Page 68
Risk Mgt & Sustain
CSU Fresno - 2008 Employee Climate Survey
Avg Score (1=SD, 2=D, 3=N, 4=A, 5=SA)
5: I take pride in my work
5.0
4.5
4.0
3.5
3.0
2.5
2.0
Aux Svcs
Camp Info Sys
Facil Mgt
Fin Svcs
HR
Info Tech Svcs Offc VP Admin Pub Safety
Risk Mgt & Sustain
Avg Score (1=SD, 2=D, 3=N, 4=A, 5=SA)
6: There is a direct connection between the work I do and the success of the university
5.0
4.5
4.0
3.5
3.0
2.5
2.0
Aux Svcs
Camp Info Sys
Facil Mgt
Fin Svcs
HR
Info Tech Svcs Offc VP Admin Pub Safety
Page 69
Risk Mgt & Sustain
CSU Fresno - 2008 Employee Climate Survey
Avg Score (1=SD, 2=D, 3=N, 4=A, 5=SA)
7: I receive constructive feedback from my supervisor about the quality of my work
5.0
4.5
4.0
3.5
3.0
2.5
2.0
Aux Svcs
Camp Info Sys
Facil Mgt
Fin Svcs
HR
Info Tech Svcs Offc VP Admin Pub Safety
Risk Mgt & Sustain
Avg Score (1=SD, 2=D, 3=N, 4=A, 5=SA)
8: I would recommend Fresno State as a good place to work
5.0
4.5
4.0
3.5
3.0
2.5
2.0
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CSU Fresno - 2008 Employee Climate Survey
Avg Score (1=SD, 2=D, 3=N, 4=A, 5=SA)
9: I would recommend The California State University as a good place to work
5.0
4.5
4.0
3.5
3.0
2.5
2.0
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Avg Score (1=SD, 2=D, 3=N, 4=A, 5=SA)
10: My department is one of the best places to work
5.0
4.5
4.0
3.5
3.0
2.5
2.0
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Risk Mgt & Sustain
CSU Fresno - 2008 Employee Climate Survey
Avg Score (1=SD, 2=D, 3=N, 4=A, 5=SA)
11: My division is one of the best places to work
5.0
4.5
4.0
3.5
3.0
2.5
2.0
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Avg Score (1=SD, 2=D, 3=N, 4=A, 5=SA)
12: I feel like my ideas and opinions are listened to by my supervisor
5.0
4.5
4.0
3.5
3.0
2.5
2.0
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Risk Mgt & Sustain
CSU Fresno - 2008 Employee Climate Survey
Avg Score (1=SD, 2=D, 3=N, 4=A, 5=SA)
13: Employees in my work group respect each others' differences
5.0
4.5
4.0
3.5
3.0
2.5
2.0
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Risk Mgt & Sustain
Avg Score (1=SD, 2=D, 3=N, 4=A, 5=SA)
14: My supervisor, or someone at work, seem to care about me as a person
5.0
4.5
4.0
3.5
3.0
2.5
2.0
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Risk Mgt & Sustain
CSU Fresno - 2008 Employee Climate Survey
Avg Score (1=SD, 2=D, 3=N, 4=A, 5=SA)
15: I see career growth and advancement opportunities for myself at Fresno State
5.0
4.5
4.0
3.5
3.0
2.5
2.0
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Avg Score (1=SD, 2=D, 3=N, 4=A, 5=SA)
16: I am encouraged to be creative to resolve problems or accomplish assignments
5.0
4.5
4.0
3.5
3.0
2.5
2.0
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Risk Mgt & Sustain
CSU Fresno - 2008 Employee Climate Survey
Avg Score (1=SD, 2=D, 3=N, 4=A, 5=SA)
17: My work group is receptive to my suggestions for improving our work
5.0
4.5
4.0
3.5
3.0
2.5
2.0
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Avg Score (1=SD, 2=D, 3=N, 4=A, 5=SA)
18: Employees in my work group resolve conflicts directly with each other
5.0
4.5
4.0
3.5
3.0
2.5
2.0
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Risk Mgt & Sustain
CSU Fresno - 2008 Employee Climate Survey
Avg Score (1=SD, 2=D, 3=N, 4=A, 5=SA)
19: Teamwork is encouraged in my department
5.0
4.5
4.0
3.5
3.0
2.5
2.0
Aux Svcs
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Info Tech Svcs Offc VP Admin Pub Safety
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Avg Score (1=SD, 2=D, 3=N, 4=A, 5=SA)
20: My opinions are valued in my work group
5.0
4.5
4.0
3.5
3.0
2.5
2.0
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Risk Mgt & Sustain
CSU Fresno - 2008 Employee Climate Survey
Avg Score (1=SD, 2=D, 3=N, 4=A, 5=SA)
21: There is cooperation between the work groups in my department
5.0
4.5
4.0
3.5
3.0
2.5
2.0
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Avg Score (1=SD, 2=D, 3=N, 4=A, 5=SA)
22: There is cooperation between departments in the division
5.0
4.5
4.0
3.5
3.0
2.5
2.0
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Risk Mgt & Sustain
CSU Fresno - 2008 Employee Climate Survey
Avg Score (1=SD, 2=D, 3=N, 4=A, 5=SA)
23: I have access to sufficient information to do my job well
5.0
4.5
4.0
3.5
3.0
2.5
2.0
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Avg Score (1=SD, 2=D, 3=N, 4=A, 5=SA)
24: The tools, resources and equipment (including computer equipment I need to get my work done are readily available
5.0
4.5
4.0
3.5
3.0
2.5
2.0
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Risk Mgt & Sustain
CSU Fresno - 2008 Employee Climate Survey
Avg Score (1=SD, 2=D, 3=N, 4=A, 5=SA)
25: My department has provided me with opportunities to broaden my skills and knowledge
5.0
4.5
4.0
3.5
3.0
2.5
2.0
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Avg Score (1=SD, 2=D, 3=N, 4=A, 5=SA)
26: I am empowered to make decisions that help me provide better
5.0
4.5
4.0
3.5
3.0
2.5
2.0
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Risk Mgt & Sustain
CSU Fresno - 2008 Employee Climate Survey
Avg Score (1=SD, 2=D, 3=N, 4=A, 5=SA)
27: Employees in my immediate work unit are highly motivated to contribute to the success of the university
5.0
4.5
4.0
3.5
3.0
2.5
2.0
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Avg Score (1=SD, 2=D, 3=N, 4=A, 5=SA)
28: Meetings are well planned and executed at Fresno State
5.0
4.5
4.0
3.5
3.0
2.5
2.0
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Risk Mgt & Sustain
CSU Fresno - 2008 Employee Climate Survey
Avg Score (1=SD, 2=D, 3=N, 4=A, 5=SA)
29: Employees in my immediate work unit consistently look for more efficient and effective ways of getting the job done
5.0
4.5
4.0
3.5
3.0
2.5
2.0
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Avg Score (1=SD, 2=D, 3=N, 4=A, 5=SA)
30: I handle the resources of the university as if they were my own
5.0
4.5
4.0
3.5
3.0
2.5
2.0
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Risk Mgt & Sustain
CSU Fresno - 2008 Employee Climate Survey
Avg Score (1=SD, 2=D, 3=N, 4=A, 5=SA)
31: I generally feel informed about changes that affect me
5.0
4.5
4.0
3.5
3.0
2.5
2.0
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Avg Score (1=SD, 2=D, 3=N, 4=A, 5=SA)
31: I generally feel informed about changes that affect me
5.0
4.5
4.0
3.5
3.0
2.5
2.0
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Risk Mgt & Sustain
CSU Fresno - 2008 Employee Climate Survey
Avg Score (1=SD, 2=D, 3=N, 4=A, 5=SA)
32: An explanation is provided to me for short deadlines
5.0
4.5
4.0
3.5
3.0
2.5
2.0
Aux Svcs
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Avg Score (1=SD, 2=D, 3=N, 4=A, 5=SA)
33: My supervisor fairly evaluates my performance
5.0
4.5
4.0
3.5
3.0
2.5
2.0
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Risk Mgt & Sustain
CSU Fresno - 2008 Employee Climate Survey
Avg Score (1=SD, 2=D, 3=N, 4=A, 5=SA)
34: I trust the employees in my work group
5.0
4.5
4.0
3.5
3.0
2.5
2.0
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Avg Score (1=SD, 2=D, 3=N, 4=A, 5=SA)
35: I am satisfied with the leadership in my department
5.0
4.5
4.0
3.5
3.0
2.5
2.0
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Risk Mgt & Sustain
CSU Fresno - 2008 Employee Climate Survey
Avg Score (1=SD, 2=D, 3=N, 4=A, 5=SA)
36: My work contributes to the division's mission and vision
5.0
4.5
4.0
3.5
3.0
2.5
2.0
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Avg Score (1=SD, 2=D, 3=N, 4=A, 5=SA)
37: The mission and vision of the division make me feel that my job is important
5.0
4.5
4.0
3.5
3.0
2.5
2.0
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Risk Mgt & Sustain
CSU Fresno - 2008 Employee Climate Survey
Avg Score (1=SD, 2=D, 3=N, 4=A, 5=SA)
38: I have someone at work who encourages my professional development
5.0
4.5
4.0
3.5
3.0
2.5
2.0
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Avg Score (1=SD, 2=D, 3=N, 4=A, 5=SA)
39: The Division clearly communicates its goals and strategies to me
5.0
4.5
4.0
3.5
3.0
2.5
2.0
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Risk Mgt & Sustain
CSU Fresno - 2008 Employee Climate Survey
Avg Score (1=SD, 2=D, 3=N, 4=A, 5=SA)
40: Employees in my immediate work unit consistently put in extra effort beyond what is expected
5.0
4.5
4.0
3.5
3.0
2.5
2.0
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Avg Score (1=SD, 2=D, 3=N, 4=A, 5=SA)
41: My immediate supervisor regularly acknowledges employees for a job well done and their contributions to the department
5.0
4.5
4.0
3.5
3.0
2.5
2.0
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Risk Mgt & Sustain
CSU Fresno - 2008 Employee Climate Survey
Avg Score (1=SD, 2=D, 3=N, 4=A, 5=SA)
42: My direct supervisor involves me in determining performance goals
5.0
4.5
4.0
3.5
3.0
2.5
2.0
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Avg Score (1=SD, 2=D, 3=N, 4=A, 5=SA)
43: Disagreements among employees in my work group are managed effectively
5.0
4.5
4.0
3.5
3.0
2.5
2.0
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Risk Mgt & Sustain
CSU Fresno - 2008 Employee Climate Survey
Avg Score (1=SD, 2=D, 3=N, 4=A, 5=SA)
44: I receive recognition for my good work
5.0
4.5
4.0
3.5
3.0
2.5
2.0
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Avg Score (1=SD, 2=D, 3=N, 4=A, 5=SA)
45: I feel my safety on campus is a priority
5.0
4.5
4.0
3.5
3.0
2.5
2.0
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Risk Mgt & Sustain
Survey Form
Page 90
Welcome page
Page 1 of 1
Welcome to the Administrative Services employee climate
survey. Your open feedback and honest responses will help me
evaluate the work environment within Administrative Services. I
need your help and perspective about Fresno State.
This survey process should take approximately ten minutes to
complete. The survey and its results will remain anonymous and
no individual employee can be identified. Once the survey results
are compiled, a summary will be distributed to all Administrative
Services employees so that each area has an opportunity to review
the results.
The office(s) with highest percentage respondents will win a
lunch for their entire office.
I am very excited about the survey process and eager to see the
results as it will give us an excellent opportunity to clearly identify
areas of success and areas needing attention.
Thank you for you time and valuable input that will help continue
Powering the New California.
Cynthia Teniente-Matson
Vice President for Administration
Begin Survey
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Accountability
Page 1 of 2
Our Shared Value: Accountability
We take personal responsibility in the delivery of our services
Division is the Division of Administrative Services.
Department is your immediate organization such as Auxiliary Services, Financial Management
or Information Technology Services.
Work group is a part of your Department such as Accounting Services, Plant Operations or
Traffic Operations.
1. I know how my job directly supports the division's goals.
j Strongly Agree
k
l
m
n
j Agree
k
l
m
n
j Neutral
k
l
m
n
j Disagree
k
l
m
n
j Strongly Disagree
k
l
m
n
2. I have guidelines to assist me in making decisions that affect my work.
j Strongly Agree
k
l
m
n
j Agree
k
l
m
n
j Neutral
k
l
m
n
j Disagree
k
l
m
n
j Strongly Disagree
k
l
m
n
3. My direct supervisor is accessible to me.
j Strongly Agree
k
l
m
n
j Agree
k
l
m
n
j Neutral
k
l
m
n
j Disagree
k
l
m
n
j Strongly Disagree
k
l
m
n
4. In my work group, we routinely talk about the quality of our work and the needs of those
who we do business with.
j Strongly Agree
k
l
m
n
j Agree
k
l
m
n
j Neutral
k
l
m
n
j Disagree
k
l
m
n
j Strongly Disagree
k
l
m
n
5. I take pride in my work.
j Strongly Agree
k
l
m
n
j Agree
k
l
m
n
j Neutral
k
l
m
n
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Accountability
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j Disagree
k
l
m
n
j Strongly Disagree
k
l
m
n
6. There is a direct connection between the work I do and the success of the university.
j Strongly Agree
k
l
m
n
j Agree
k
l
m
n
j Neutral
k
l
m
n
j Disagree
k
l
m
n
j Strongly Disagree
k
l
m
n
7. I receive constructive feedback from my supervisor about the quality of my work.
j Strongly Agree
k
l
m
n
j Agree
k
l
m
n
j Neutral
k
l
m
n
j Disagree
k
l
m
n
j Strongly Disagree
k
l
m
n
Reset
Next
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Create a positive workplace
Page 1 of 2
Our Shared Value: Create a Positive Workplace
We are collegial and encourage an enjoyable workplace that fosters
open and regular communication
Division is the Division of Administrative Services.
Department is your immediate organization such as Auxiliary Services, Financial Management
or Information Technology Services.
Work group is a part of your Department such as Accounting Services, Plant Operations or
Traffic Operations.
1. I would recommend Fresno State as a good place to work.
j Strongly Agree
k
l
m
n
j Agree
k
l
m
n
j Neutral
k
l
m
n
j Disagree
k
l
m
n
j Strongly Disagree
k
l
m
n
2. I would recommend The California State University as a good place to work.
j Strongly Agree
k
l
m
n
j Agree
k
l
m
n
j Neutral
k
l
m
n
j Disagree
k
l
m
n
j Strongly Disagree
k
l
m
n
3. My department is one of the best places to work.
j Strongly Agree
k
l
m
n
j Agree
k
l
m
n
j Neutral
k
l
m
n
j Disagree
k
l
m
n
j Strongly Disagree
k
l
m
n
4. My division is one of the best places to work.
j Strongly Agree
k
l
m
n
j Agree
k
l
m
n
j Neutral
k
l
m
n
j Disagree
k
l
m
n
j Strongly Disagree
k
l
m
n
5. I feel like my ideas and opinions are listened to by my supervisor.
j Strongly Agree
k
l
m
n
j Agree
k
l
m
n
j Neutral
k
l
m
n
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Create a positive workplace
Page 2 of 2
j Disagree
k
l
m
n
j Strongly Disagree
k
l
m
n
6. Employees in my work group respect each others' differences.
j Strongly Agree
k
l
m
n
j Agree
k
l
m
n
j Neutral
k
l
m
n
j Disagree
k
l
m
n
j Strongly Disagree
k
l
m
n
7. My supervisor, or someone at work, seems to care about me as a person.
j Strongly Agree
k
l
m
n
j Agree
k
l
m
n
j Neutral
k
l
m
n
j Disagree
k
l
m
n
j Strongly Disagree
k
l
m
n
8. I see career growth and advancement opportunities for myself at Fresno State.
j Strongly Agree
k
l
m
n
j Agree
k
l
m
n
j Neutral
k
l
m
n
j Disagree
k
l
m
n
j Strongly Disagree
k
l
m
n
Back
Next
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Creative Teamwork
Page 1 of 2
Division is the Division of Administrative Services.
Department is your immediate organization such as Auxiliary Services, Financial Management
or Information Technology Services.
Work group is a part of your Department such as Accounting Services, Plant Operations or
Traffic Operations.
Our Shared Value: Creative teamwork
Together we find innovative ways to make it work
1. I am encouraged to be creative to resolve problems or accomplish assignments.
j Strongly Agree
k
l
m
n
j Agree
k
l
m
n
j Neutral
k
l
m
n
j Disagree
k
l
m
n
j Strongly Disagree
k
l
m
n
2. My work group is receptive to my suggestions for improving our work.
j Strongly Agree
k
l
m
n
j Agree
k
l
m
n
j Neutral
k
l
m
n
j Disagree
k
l
m
n
j Strongly Disagree
k
l
m
n
3. Employees in my work group resolve conflicts directly with each other.
j Strongly Agree
k
l
m
n
j Agree
k
l
m
n
j Neutral
k
l
m
n
j Disagree
k
l
m
n
j Strongly Disagree
k
l
m
n
4. Teamwork is encouraged in my department.
j Strongly Agree
k
l
m
n
j Agree
k
l
m
n
j Neutral
k
l
m
n
j Disagree
k
l
m
n
j Strongly Disagree
k
l
m
n
5. My opinions are valued in my work group.
j Strongly Agree
k
l
m
n
j Agree
k
l
m
n
j Neutral
k
l
m
n
j Disagree
k
l
m
n
j Strongly Disagree
k
l
m
n
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Creative Teamwork
Page 2 of 2
6. There is cooperation between the work groups in my department.
j Strongly Agree
k
l
m
n
j Agree
k
l
m
n
j Neutral
k
l
m
n
j Disagree
k
l
m
n
j Strongly Disagree
k
l
m
n
7. There is cooperation between departments in the division.
j Strongly Agree
k
l
m
n
j Agree
k
l
m
n
j Neutral
k
l
m
n
j Disagree
k
l
m
n
j Strongly Disagree
k
l
m
n
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Efficient, Timely Service
Page 1 of 2
Division is the Division of Administrative Services.
Department is your immediate organization such as Auxiliary Services, Financial Management
or Information Technology Services.
Work group is a part of your Department such as Accounting Services, Plant Operations or
Traffic Operations.
Our Shared Value: Efficient, Timely Service
We respond quickly and reliably to meet the needs of others
1. I have access to sufficient information to do my job well.
j Strongly Agree
k
l
m
n
j Agree
k
l
m
n
j Neutral
k
l
m
n
j Disagree
k
l
m
n
j Strongly Disagree
k
l
m
n
2. The tools, resources and equipment (including computer equipment) I need to get my work
done are readily available.
j Strongly Agree
k
l
m
n
j Agree
k
l
m
n
j Neutral
k
l
m
n
j Disagree
k
l
m
n
j Strongly Disagree
k
l
m
n
3. My department has provided me with opportunities to broaden my skills and knowledge.
j Strongly Agree
k
l
m
n
j Agree
k
l
m
n
j Neutral
k
l
m
n
j Disagree
k
l
m
n
j Strongly Disagree
k
l
m
n
4. I am empowered to make decisions that help me provide better service.
j Strongly Agree
k
l
m
n
j Agree
k
l
m
n
j Neutral
k
l
m
n
j Disagree
k
l
m
n
j Strongly Disagree
k
l
m
n
5. Employees in my immediate work group are highly motivated to contribute to the success of
the university.
j Strongly Agree
k
l
m
n
j Agree
k
l
m
n
j Neutral
k
l
m
n
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Efficient, Timely Service
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j Disagree
k
l
m
n
j Strongly Disagree
k
l
m
n
6. Meetings are well planned and executed at Fresno State.
j Strongly Agree
k
l
m
n
j Agree
k
l
m
n
j Neutral
k
l
m
n
j Disagree
k
l
m
n
j Strongly Disagree
k
l
m
n
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Fiscal Responsiblity; Honesty, Integrity & Ethical Behaviour
Page 1 of 2
Division is the Division of Administrative Services.
Department is your immediate organization such as Auxiliary Services, Financial Management
or Information Technology Services.
Work group is a part of your Department such as Accounting Services, Plant Operations or
Traffic Operations.
Our Shared Value: Fiscal Responsibility
We manage our financial resources wisely to meet the goals of the
university
1. Employees in my work group consistently look for more efficient and effective ways of
getting the job done.
j Strongly Agree
k
l
m
n
j Agree
k
l
m
n
j Neutral
k
l
m
n
j Disagree
k
l
m
n
j Strongly Disagree
k
l
m
n
2. I handle the resources of the university as if they were my own.
j Strongly Agree
k
l
m
n
j Agree
k
l
m
n
j Neutral
k
l
m
n
j Disagree
k
l
m
n
j Strongly Disagree
k
l
m
n
Our Shared Values: Honesty, Integrity &
Ethical Behavior
We act with honesty and integrity in all our actions
1. I generally feel informed about changes that affect me.
j Strongly Agree
k
l
m
n
j Agree
k
l
m
n
j Neutral
k
l
m
n
j Disagree
k
l
m
n
j Strongly Disagree
k
l
m
n
2. An explanation is provided to me for short deadlines.
j Strongly Agree
k
l
m
n
j Agree
k
l
m
n
j Neutral
k
l
m
n
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Fiscal Responsiblity; Honesty, Integrity & Ethical Behaviour
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j Disagree
k
l
m
n
j Strongly Disagree
k
l
m
n
3. My supervisor fairly evaluates my performance.
j Strongly Agree
k
l
m
n
j Agree
k
l
m
n
j Neutral
k
l
m
n
j Disagree
k
l
m
n
j Strongly Disagree
k
l
m
n
4. I trust the employees in my work group.
j Strongly Agree
k
l
m
n
j Agree
k
l
m
n
j Neutral
k
l
m
n
j Disagree
k
l
m
n
j Strongly Disagree
k
l
m
n
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Leadership & Motivation
Page 1 of 2
Division is the Division of Administrative Services.
Department is your immediate organization such as Auxiliary Services, Financial Management
or Information Technology Services.
Work group is a part of your Department such as Accounting Services, Plant Operations or
Traffic Operations.
Our Shared Value: Leadership & Motivation
We encourage success and lead by example
1. I am satisfied with the leadership in my department.
j Strongly Agree
k
l
m
n
j Agree
k
l
m
n
j Neutral
k
l
m
n
j Disagree
k
l
m
n
j Strongly Disagree
k
l
m
n
2. My work contributes to the division's mission and vision.
j Strongly Agree
k
l
m
n
j Agree
k
l
m
n
j Neutral
k
l
m
n
j Disagree
k
l
m
n
j Strongly Disagree
k
l
m
n
3. The mission and vision of the division make me feel that my job is important.
j Strongly Agree
k
l
m
n
j Agree
k
l
m
n
j Neutral
k
l
m
n
j Disagree
k
l
m
n
j Strongly Disagree
k
l
m
n
4. I have someone at work who encourages my professional development.
j Strongly Agree
k
l
m
n
j Agree
k
l
m
n
j Neutral
k
l
m
n
j Disagree
k
l
m
n
j Strongly Disagree
k
l
m
n
5. The division clearly communicates its goals and strategies to me.
j Strongly Agree
k
l
m
n
j Agree
k
l
m
n
j Neutral
k
l
m
n
j Disagree
k
l
m
n
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Leadership & Motivation
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j Strongly Disagree
k
l
m
n
6. Employees in my work group consistently put in extra effort beyond what is expected.
j Strongly Agree
k
l
m
n
j Agree
k
l
m
n
j Neutral
k
l
m
n
j Disagree
k
l
m
n
j Strongly Disagree
k
l
m
n
7. My immediate supervisor regularly acknowledges employees for a job well done and their
contributions to the department.
j Strongly Agree
k
l
m
n
j Agree
k
l
m
n
j Neutral
k
l
m
n
j Disagree
k
l
m
n
j Strongly Disagree
k
l
m
n
8. My direct supervisor involves me in determining performance goals.
j Strongly Agree
k
l
m
n
j Agree
k
l
m
n
j Neutral
k
l
m
n
j Disagree
k
l
m
n
j Strongly Disagree
k
l
m
n
9. Disagreements among employees in my work group are managed effectively.
j Strongly Agree
k
l
m
n
j Agree
k
l
m
n
j Neutral
k
l
m
n
j Disagree
k
l
m
n
j Strongly Disagree
k
l
m
n
10. I receive recognition for my good work.
j Strongly Agree
k
l
m
n
j Agree
k
l
m
n
j Neutral
k
l
m
n
j Disagree
k
l
m
n
j Strongly Disagree
k
l
m
n
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Next
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Strategic Initiatives
Page 1 of 1
Strategic Initiatives
Have you participated in any of our Wellness@Work programs?
j Yes
k
l
m
n
j No
k
l
m
n
As expanded programs become available, are you interested in participating in alternative
transportation (bus, carpool, biking) programs?
j Yes
k
l
m
n
j No
k
l
m
n
I feel my safety on campus is a priority.
j Strongly Agree
k
l
m
n
j Agree
k
l
m
n
j Neutral
k
l
m
n
j Disagree
k
l
m
n
j Strongly Disagree
k
l
m
n
I would be interested in working four 10-hour workdays during the summer.
j Yes
k
l
m
n
j No
k
l
m
n
Reset
Next
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Free response
Page 1 of 1
Free Response
Please use this space to comment on any aspect of your job that you feel is important.
If there was one thing you could change/initiate in your work area to make it better, what would i
What are 2-3 things you like most about your department?
Are there other services you would like to see on campus to make your work day more efficient?
Back
Next
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Demographics
Page 1 of 1
Demographics
Please select your department
Please select whether you are a manager or staff.
Back
Submit
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THANK YOU
Page 1 of 1
Thank you for taking this survey, we
appreciate your feedback. You may
close this window.
http://www.csufresno.edu/adminserv
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