Pulse: what happens next?
The session
• Brief overview of results
– Top positive perceptions
– Top negative perceptions
– Other issues
• What’s happened so far
• What still needs to be done?
Response rate
• Overall response rate of 40%
ALC, 50%
50%
45%
40%
35%
30%
25%
20%
15%
10%
5%
0%
Academic/
teaching, 39%
Clerical, 42%
Technician, 39%
Manual,
22%
Response rate
Top positive perceptions
+
Generally, I enjoy my work
93%
I feel my department/section/support service/school
delivers good quality service to students and other users
91%
The University is a good place to work
91%
The University provides a safe and secure working
environment
90%
I feel my skills and experience are valued by colleagues
86%
My motivation at work is generally high
85%
I am satisfied with the non-pay benefits I receive
84%
Top negative perceptions
% respondents answering disagree or disagree strongly
-
There is good communication between the various parts 68%
of the University
I am satisfied with my pay in relation to people doing
similar jobs in other organisations
60%
My chair/head of department/line manager/supervisor
deals with poor performance in the team effectively
58%
I am satisfied with communication within the University
57%
The style of management in the University is generally
open and consultative
54%
I am satisfied with the pay I receive for the work I do
53%
My development needs are regularly reviewed with my
chair/head of department/line manager/supervisor
52%
Other issues
-
% respondents answering ‘yes’
Is there a particular ‘burning issue’ related to your work
experience that is making you actively consider
alternative employment?
42%
Have you experienced harassment or bullying at work in 15%
the last 12 months?
Have you felt discriminated against at work in the last 12 12%
months?
Summary
+
-
• Motivation and commitment
• Communication
• Health & safety
• Direction
• Working environment
• Harassment & bullying
• Non-pay benefits
• Discrimination
• Development opportunities
• Stress
• Performance & development
• Pay and benefits
• Car parking
What’s happened so far?
Harassment
• New policy & harassment contacts
• Guidelines booklet to all staff
Stress
• Stress survey
Communication
• Team briefing pilot
• Various other initiatives
Performance &
development
• Annual review process to be developed
Pay & benefits
• Pay and grading agreement
What else can be done?
• Other areas to address?
• How do we influence the results as managers?
• Further investigation?
• Re-surveying & improving response rates for
future