Employee Satisfaction Survey – October 2011
Total number of Employees – 264
Total Surveys completed – 139
Percentage of Return – 53%
Is your position with CLDN full time or part time?
Answer Options
Full Time
Part Time
Response Percent
Response Count
63.0%
37.0%
87
51
answered question 138
skipped question
1
The response rate amongst our 125 Full Time employees was 69% and amongst our 139 Part
Time employees it was, coincidentally, 37%. Ten people who started the survey did not complete
it. There tends to be two or three people skipping each question at the beginning of the survey;
towards the end there are 12 or 13 people skipping questions – it’s because those ten have
skipped out altogether.
What type of program do you work at?
Answer Options
Residential
Respite
Community Supports
Administration
Response Percent
Response Count
65.4%
11.0%
14.0%
9.6%
89
15
19
13
answered question 136
skipped question
3
I am satisfied with my salary.
Answer Options
Strongly Agree
Agree
Disagree
Strongly Disagree
Response Percent
Response Count
3.7%
50.7%
39.0%
6.6%
5
69
53
9
answered question 136
skipped question
3
The overall satisfaction rate (i.e. those who agree and those who strongly agree) is therefore 54%.
I am satisfied with my benefits.
Answer Options
Strongly Agree
Agree
Disagree
Strongly Disagree
Response Percent
Response Count
16.7%
38.6%
27.3%
17.4%
22
51
36
23
answered question 132
skipped question
7
This is a similar result with an overall satisfaction rate of 55%. However, those who disagreed
with the statement disagreed more emphatically. That is no doubt the result of input from our
Part Time staff. Objectively speaking, relative to the larger marketplace, and relative to our own
wages, our benefits are pretty good, for full time staff. But part time employees are not in the
same boat.
My workload is reasonable.
Answer Options
Strongly Agree
Agree
Disagree
Strongly Disagree
Response Percent
Response Count
8.0%
67.2%
21.9%
2.9%
11
92
30
4
answered question 137
skipped question
2
Overall Satisfaction Rate: 75%.
CLDN is flexible in approving time off.
Answer Options
Strongly Agree
Agree
Disagree
Strongly Disagree
Response Percent
Response Count
8.1%
56.6%
26.5%
8.8%
11
77
36
12
answered question 136
skipped question
3
Overall Satisfaction Rate: 65%. That’s almost two out of three; but still not an overwhelming
approval rating. The main issue, presumably, is the changes we made two years ago around Shift
Exchanges.
I have the materials and equipment I need to do my work correctly.
Answer Options
Response Percent
Strongly Agree
Agree
Disagree
Strongly Disagree
19.1%
60.3%
16.2%
4.4%
Response Count
26
82
22
6
answered question 136
skipped question
3
Overall Satisfaction Rate: 79%.
I have opportunities for advancement.
Answer Options
Strongly Agree
Agree
Disagree
Strongly Disagree
Response Percent
Response Count
6.6%
41.6%
33.6%
18.2%
9
57
46
25
answered question 137
skipped question
2
Overall Satisfaction Rate: 48%. We are not surprised by this rather poor score. We have only
four director positions and a larger handful of managerial ones. It’s true that one director and
several current managers “rose out of the ranks” but they constitute a very select few. The
introduction of the Team Leader classification did something to address this problem. And we
took another step recently when we revised our recruitment practices around vacant Team
Leader positions. The minimum requirements are now different for a temporary, contractual
Team Leader position from what they are for a permanent Team Leader vacancy. We are now
accepting a broad range of leadership experiences in people applying for temporary positions.
Those who prove themselves capable and who remain in the temporary position for the entire
span of a typical Maternity Leave will have earned “one full year of leadership experience in a
social services setting,” and this is precisely what we are now asking for in connection with
permanent positions. So, over time, we’ll generate our own qualified candidates and, for these
people at least, the opportunity to advance will have increased significantly.
I understand the process for considering applicants for job opportunities.
Answer Options
Response Percent
Strongly Agree
Agree
Disagree
Strongly Disagree
28.2%
54.8%
13.3%
3.7%
Response Count
38
74
18
5
answered question 135
skipped question
4
Overall Satisfaction Rate: 83%.
The process for considering applicants for job opportunities is fair.
Answer Options
Response Percent
Strongly Agree
Agree
Disagree
Strongly Disagree
10.1%
47.1%
30.4%
12.3%
Response Count
14
65
42
17
answered question 138
skipped question
1
Overall Satisfaction Rate: 57%.
I know what is expected of me in my job.
Answer Options
Strongly Agree
Agree
Disagree
Strongly Disagree
Response Percent
Response Count
30.7%
64.2%
3.6%
1.5%
42
88
5
2
answered question 137
skipped question
2
Overall Satisfaction Rate: 95%.
I have job security.
Answer Options
Response Percent
Response Count
Strongly Agree
Agree
Disagree
Strongly Disagree
8.0%
41.3%
34.1%
16.7%
11
57
47
23
answered question 138
skipped question
1
Overall Satisfaction Rate: 49%.
I get the training I need in order to do good work.
Answer Options
Strongly Agree
Agree
Disagree
Strongly Disagree
Response Percent
Response Count
28.9%
55.6%
14.1%
1.5%
39
75
19
2
answered question 135
skipped question
4
Overall Satisfaction Rate: 84%.
I have the opportunity to do what I do best every day.
Answer Options
Response Percent
Strongly Agree
Agree
Disagree
Strongly Disagree
17.0%
56.3%
23.0%
3.7%
Response Count
23
76
31
5
answered question 138
skipped question
1
Overall Satisfaction Rate: 73%.
Individual differences are respected at CLDN. (e.g. gender, ethnicity)
Answer Options
Response Percent
Strongly Agree
Agree
Disagree
Strongly Disagree
Response Count
30.1%
60.3%
8.1%
1.5%
41
82
11
2
answered question 136
skipped question
3
Overall Satisfaction Rate: 90%.
I am valued by my employer.
Answer Options
Strongly Agree
Agree
Disagree
Strongly Disagree
Response Percent
Response Count
9.6%
46.7%
32.6%
11.1%
13
63
44
15
answered question 135
skipped question
4
Overall Satisfaction Rate: 56%.
In the past month I have received recognition/ praise for doing good work.
Answer Options
Response Percent
Strongly Agree
Agree
Disagree
Strongly Disagree
9.6%
33.1%
35.3%
22.1%
Response Count
13
45
48
30
answered question 136
skipped question
3
Overall Satisfaction Rate: 43%.
I am proud to work for CLDN.
Answer Options
Strongly Agree
Agree
Disagree
Strongly Disagree
Response Percent
Response Count
32.1%
53.7%
9.7%
4.5%
43
72
13
6
answered question 134
skipped question
5
Overall Satisfaction Rate: 86%.
Overall, I am satisfied with my job.
Answer Options
Strongly Agree
Agree
Disagree
Strongly Disagree
Response Percent
Response Count
14.7%
62.5%
19.9%
2.9%
20
85
27
4
answered question 136
skipped question
3
Overall Satisfaction Rate: 77%.
My relationships with co-workers are positive.
Answer Options
Strongly Agree
Agree
Disagree
Strongly Disagree
Response Percent
Response Count
36.9%
54.6%
8.5%
0.0%
48
71
11
0
answered question 130
skipped question
9
Overall Satisfaction Rate: 92%.
My coworkers are trustworthy.
Answer Options
Strongly Agree
Agree
Disagree
Strongly Disagree
Response Percent
Response Count
17.7%
56.9%
22.3%
3.1%
23
74
29
4
answered question 130
skipped question
9
Overall Satisfaction Rate: 75%.
Co-workers follow through with their responsibilities / commitments.
Answer Options
Response Percent
Strongly Agree
Agree
Disagree
Strongly Disagree
14.4%
55.3%
29.5%
0.8%
Response Count
19
73
39
1
answered question 132
skipped question
7
Overall Satisfaction Rate: 70%.
My team focuses on fixing problems rather than assigning blame.
Answer Options
Response Percent
Strongly Agree
Agree
Disagree
Strongly Disagree
18.3%
51.9%
26.7%
3.1%
Response Count
24
68
35
4
answered question 131
skipped question
8
Overall Satisfaction Rate: 70%.
I am treated respectfully by co-workers.
Answer Options
Strongly Agree
Agree
Disagree
Strongly Disagree
Response Percent
Response Count
26.9%
60.8%
11.5%
0.8%
35
79
15
1
answered question 130
skipped question
9
Overall Satisfaction Rate: 88%.
There is good communication in my department / team.
Answer Options
Response Percent
Strongly Agree
Agree
Disagree
Strongly Disagree
14.6%
55.4%
26.2%
3.8%
Response Count
19
72
34
5
answered question 130
skipped question
9
Overall Satisfaction Rate: 70%.
There is good communication between different departments and teams at CLDN.
Answer Options
Response Percent
Response Count
Strongly Agree
Agree
Disagree
Strongly Disagree
4.6%
44.3%
45.8%
5.3%
6
58
60
7
answered question 131
skipped question
8
Overall Satisfaction Rate: 49%.
Staff recognize the importance of confidentiality.
Answer Options
Strongly Agree
Agree
Disagree
Strongly Disagree
Response Percent
Response Count
32.6%
54.3%
10.9%
2.3%
42
70
14
3
answered question 130
skipped question
9
Overall Satisfaction Rate: 87%.
I am given opportunities to express my ideas to management.
Answer Options
Response Percent
Strongly Agree
Agree
Disagree
Strongly Disagree
18.8%
57.8%
18.0%
5.5%
Response Count
24
74
23
7
answered question 128
skipped question
11
Overall Satisfaction Rate: 77%.
The information I receive from co-workers is accurate and reliable.
Answer Options
Response Percent
Strongly Agree
Agree
Disagree
Strongly Disagree
10.8%
69.2%
18.5%
1.5%
Response Count
14
90
24
2
answered question 130
skipped question
9
Overall Satisfaction Rate: 80%.
I receive information from co-workers in a timely fashion.
Answer Options
Response Percent
Strongly Agree
Agree
Disagree
Strongly Disagree
11.5%
63.1%
23.1%
2.3%
Response Count
15
82
30
3
answered question 130
skipped question
9
Overall Satisfaction Rate: 75%.
I am kept well informed by CLDN about matters affecting me.
Answer Options
Response Percent
Strongly Agree
Agree
Disagree
Strongly Disagree
10.7%
57.3%
22.1%
9.9%
Response Count
14
75
29
13
answered question 131
skipped question
8
Overall Satisfaction Rate: 68%.
Overall, I am satisfied with the communications from CLDN.
Answer Options
Response Percent
Strongly Agree
Agree
Disagree
Strongly Disagree
8.5%
56.2%
30.8%
4.6%
Response Count
11
73
40
6
answered question 130
skipped question
9
Overall Satisfaction Rate: 65%.
My Manager knows who I am (by name).
Answer Options
Strongly Agree
Agree
Disagree
Strongly Disagree
Response Percent
Response Count
65.6%
28.9%
3.9%
1.6%
84
37
5
2
answered question 128
skipped question
11
Overall Satisfaction Rate: 95%.
My Manager fairly evaluates my job performance.
Answer Options
Response Percent
Strongly Agree
Agree
Disagree
Strongly Disagree
Response Count
26.4%
52.1%
18.2%
3.3%
32
63
22
4
answered question 121
skipped question
18
Overall Satisfaction Rate: 79%.
My Manager gives me feedback that helps me improve my performance.
Answer Options
Response Percent
Strongly Agree
Agree
Disagree
Strongly Disagree
25.6%
44.8%
22.4%
7.2%
Response Count
32
56
28
9
answered question 125
skipped question
14
Overall Satisfaction Rate: 70%.
My Manager is usually available.
Answer Options
Strongly Agree
Agree
Disagree
Strongly Disagree
Response Percent
Response Count
24.6%
52.4%
16.7%
6.3%
31
66
21
8
answered question 126
skipped question
13
Overall Satisfaction Rate: 77%.
My Manager follows through on commitments.
Answer Options
Strongly Agree
Agree
Disagree
Strongly Disagree
Response Percent
Response Count
28.6%
52.4%
15.1%
4.0%
36
66
19
5
answered question 126
skipped question
13
Overall Satisfaction Rate: 81%.
My Manager tries to understand my point of view.
Answer Options
Response Percent
Strongly Agree
Agree
Disagree
Strongly Disagree
24.6%
61.9%
11.1%
2.4%
Response Count
31
78
14
3
answered question 126
skipped question
13
Overall Satisfaction Rate: 87%.
My Manager creates a vision and strategy for my area.
Answer Options
Response Percent
Strongly Agree
Agree
Disagree
Strongly Disagree
21.4%
54.0%
20.6%
4.0%
Response Count
27
68
26
5
answered question 126
skipped question
13
Overall Satisfaction Rate: 75%.
My Manager is a good communicator.
Answer Options
Strongly Agree
Agree
Disagree
Strongly Disagree
Response Percent
Response Count
32.0%
46.1%
18.0%
3.9%
41
59
23
5
answered question 128
skipped question
11
Overall Satisfaction Rate: 78%.
My Manager gives me credit for a job well done.
Answer Options
Strongly Agree
Agree
Disagree
Strongly Disagree
Response Percent
Response Count
24.6%
42.1%
27.0%
6.3%
31
53
34
8
answered question 126
skipped question
13
Overall Satisfaction Rate: 67%.
My Manager encourages me to come up with new and better ways of doing things.
Answer Options
Response Percent
Response Count
Strongly Agree
Agree
Disagree
Strongly Disagree
21.4%
54.8%
20.6%
3.2%
27
69
26
4
answered question 126
skipped question
13
Overall Satisfaction Rate: 76%.
My Manager visibly demonstrates a commitment to quality.
Answer Options
Response Percent
Strongly Agree
Agree
Disagree
Strongly Disagree
29.6%
55.2%
12.0%
3.2%
Response Count
37
69
15
4
answered question 125
skipped question
14
Overall Satisfaction Rate: 85%.
Overall, I am satisfied with the job being done by my Manager.
Answer Options
Response Percent
Strongly Agree
Agree
Disagree
Strongly Disagree
32.3%
43.3%
20.5%
3.9%
Response Count
41
55
26
5
answered question 127
skipped question
12
Overall Satisfaction Rate: 76%.
Senior Management establishes a clear direction for the organization.
Answer Options
Response Percent
Strongly Agree
Agree
Disagree
Strongly Disagree
14.4%
69.6%
12.0%
4.0%
Response Count
18
87
15
5
answered question 125
skipped question
14
Overall Satisfaction Rate: 84%.
Senior Management visibly demonstrates a commitment to quality.
Answer Options
Response Percent
Strongly Agree
Agree
Disagree
Strongly Disagree
22.2%
62.7%
11.1%
4.0%
Response Count
28
79
14
5
answered question 126
skipped question
13
Overall Satisfaction Rate: 85%.
Senior Management demonstrates effective leadership skills.
Answer Options
Response Percent
Strongly Agree
Agree
Disagree
Strongly Disagree
14.2%
65.8%
15.8%
4.2%
Response Count
17
79
19
5
answered question 120
skipped question
19
Overall Satisfaction Rate: 80%.
Senior Management communicates well with subordinates.
Answer Options
Response Percent
Strongly Agree
Agree
Disagree
Strongly Disagree
14.8%
63.1%
13.1%
9.0%
Response Count
18
77
16
11
answered question 122
skipped question
17
Overall Satisfaction Rate: 78%.
Senior Management is impartial.
Answer Options
Strongly Agree
Agree
Disagree
Strongly Disagree
Response Percent
Response Count
12.0%
52.0%
28.0%
8.0%
15
65
35
10
answered question 125
skipped question
14
Overall Satisfaction Rate: 64%.
Senior Management is available when needed.
Answer Options
Strongly Agree
Agree
Disagree
Strongly Disagree
Response Percent
Response Count
12.9%
73.4%
11.3%
2.4%
16
91
14
3
answered question 124
skipped question
15
Overall Satisfaction Rate: 86%.
Overall, I am satisfied with the job being done by Management.
Answer Options
Response Percent
Strongly Agree
Agree
Disagree
Strongly Disagree
Response Count
12.3%
65.6%
17.2%
4.9%
15
80
21
6
answered question 122
skipped question
17
Overall Satisfaction Rate: 78%.
31 people (22% of respondents) provided a comment. There were a few positive ones, like “I
love working for this agency, keep up the good work!” And some that were guardedly positive
like “I feel that my feelings about my team will quickly become more positive as everyone at this
location is working towards improving the effectiveness of this team.”
Or, again, “PPCS [is a] new program; we are working on it!”
There was a couple about the design of the survey, like “I wish there was a section on the survey
that said ‘not sure’ or ‘somewhat agree…’”).
However, most comments were negative and of course a variety of issues were addressed:
“I feel that we also need to be given the opportunity to evaluate our team leaders…”
“I believe managers are over worked therefore not able to give time to employees when
required…”
“Upper management tends to believe certain support workers at will without getting all the
facts.”
A lot of the comments were made by part time staff and the communication issues inherent in a
part time workforce were a main theme:
“Communication to part time staff from upper management is not done well because we are only
in twice a month…”
“I only see [my] manager at team meetings.”
“I don’t know my manager very well; I think I have met her twice.”
Emerging as an even bigger issue was the switch made a couple of years ago to every other
weekend. Eight of the comments (fully ¼ of them) touched on this issue or were mainly about it.
The writers were clearly part time staff, except in one instance where a team leader argued that
we’d gone from “one part time team to two part time teams.”
It’s an emotionally charged issue, too. Five people wrote more lines than the other 26 people
combined, and these five really, really negative comments were all about the “part time issue,”
although one person was equally angry about shift exchanges.
We were told in these responses that hiring people to work every other weekend is a disservice to
the people we support because they see so little of each other. But we made the change because,
under the previous system, we were regularly, and increasingly, farming out shifts to third party
providers of temporary workers. And often these were people no one had ever seen before.
Obviously we were not doing this because we wanted to – it was only done when we couldn’t get
anyone, part time or full time, to do the shift. And since making the change, which created a
larger pool of part time employees, we have not had to farm out even a single shift.
Moving forward, we are not averse to making changes. But what’s needed is some method
preferable to the old system that was not working. We did consult at the time; 38 part time staff
responded to a survey, and then we went from site meeting to site meeting discussing the
problem. But we did not hear a single suggestion that would have definitely eliminated our
growing dependence on contracting out.
We’re going to look at this single issue in more depth. First, we need a specifically part time
survey. We have 139 part timers, so it can’t be assumed that these eight comments about the
every other weekend issue are wholly representative. For one thing, the “average” part time staff
does not work 14 hours per pay period, she works closer to 37 hours. We calculated this average
by looking at the last four pay periods (eight weeks), after extracting the people who would have
skewed things in one direction or the other – the people who worked zero hours and those in full
time contracts. In any event, after the survey we’ll discuss how we should proceed with the
Employee Relations Committee. It could either take on the task itself, or it could convene a
small group of part time staff to join with some management reps in a sub-committee.
Thank you to all 139 people who responded!