In April 2024, our Employee Climate Survey was conducted from April 1 to April 5, yielding insights from 68 out of 154 active employees, achieving a response rate of 44%. This survey was inclusive, reaching out to all full and part-time employees, encompassing faculty, staff, student workers, and graduate assistants. Notably, this marks the third iteration of our climate survey, designed to gauge perceptions on 17 facets of our organizational climate.
|
# |
Statement |
|
1 |
I understand how my work impacts the success of the college in achieving positive results. |
|
2 |
I believe my opinions and perspectives are represented in decisions made. |
|
3 |
I can be myself at this organization without worrying about how I will be accepted. |
|
4 |
Employees in the college are treated with dignity and respect, regardless of their position or background. |
|
5 |
Most of the time it is safe to speak up in the college. |
|
6 |
I am satisfied with my involvement in decisions that affect my work. |
|
7 |
I believe my work positively impacts the success of our students, faculty, and staff. |
|
8 |
I am proud to be associated with the college and university. |
|
9 |
Leadership in the college has adequately communicated the organization's long-range goals and strategic direction. |
|
10 |
People here are open to trying new and different ways of addressing our college's challenges. |
|
11 |
I feel my personal contributions are recognized. |
|
12 |
My supervisor treats me with respect. |
|
13 |
The college promotes an environment of physical, mental, and social well-being. |
|
14 |
There is good cooperation between employees in the college. |
|
15 |
I feel my professional development is supported and encouraged. |
|
16 |
I feel that training and engagement for diversity equity and inclusion are supported and encouraged. |
|
17 |
I feel opportunities for improving course management and course grading via Canvas and other applications is supported and encouraged. |
In 2024, we transitioned from a four-point to a five-point scale, impacting direct year-over-year score comparisons. To understand trends, we analyzed the proportion of respondents who strongly agreed, somewhat agreed or were neutral on each statement compared to the previous year's survey results.
Overall the college’s climate remains strong. Most survey respondents indicated that they strongly agree, somewhat or are neutral on all aspects of the college’s climate. To identify the areas that may be both strengthening and weakening within the college, we compared the survey to the proportion of respondents who agreed with each statement last year.
The survey found that the college’s climate is strengthening in three areas, including support for professional development, treating employees with dignity and respect and recognizing personal contributions.
Recent targeted initiatives in these domains may have contributed to this progress. Notably, the college intensified efforts to bolster employee professional growth, including personalized discussions during annual reviews, the institution of a staff retreat, and the continuation of both the FIE and staff lunch and learn programs. Furthermore, the introduction of the inaugural faculty and staff awards program aimed to further motivate and recognize outstanding contributions.
The survey also identified areas to monitor as the proportion of agreeing respondents declined on several statements. The areas that experienced the largest declines included the perceived adequacy of leadership communication regarding long-range goals and strategic direction, supervisor conduct in treating employees with respect, the promotion of a holistic well-being environment, the sense of pride in affiliation with the college and university, and the perception of representation of opinions and perspectives in decision-making processes.
|
# |
Statement |
Agree |
Growth |
|
|
2023 |
2024 |
|||
|
11 |
I feel my personal contributions are recognized. |
86.3% |
93.9% |
7.7% |
|
4 |
Employees in the college are treated with dignity and respect, regardless of their position or background. |
88.8% |
89.8% |
1.1% |
|
15 |
I feel my professional development is supported and encouraged. |
91.3% |
91.8% |
0.6% |
|
10 |
People here are open to trying new and different ways of addressing our college's challenges. |
90.0% |
89.8% |
-0.2% |
|
6 |
I am satisfied with my involvement in decisions that affect my work. |
88.8% |
87.8% |
-0.9% |
|
14 |
There is good cooperation between employees in the college. |
95.0% |
93.9% |
-1.1% |
|
17 |
I feel opportunities for improving course management and course grading via Canvas and other applications is supported and encouraged. |
97.5% |
95.9% |
-1.6% |
|
7 |
I believe my work positively impacts the success of our students, faculty, and staff. |
100.0% |
98.0% |
-2.0% |
|
3 |
I can be myself at this organization without worrying about how I will be accepted. |
90.0% |
87.8% |
-2.2% |
|
1 |
I understand how my work impacts the success of the college in achieving positive results. |
98.8% |
95.9% |
-2.9% |
|
5 |
Most of the time it is safe to speak up in the college. |
88.8% |
85.7% |
-3.1% |
|
16 |
I feel that training and engagement for diversity equity and inclusion are supported and encouraged. |
93.8% |
89.8% |
-4.0% |
|
2 |
I believe my opinions and perspectives are represented in decisions made. |
93.8% |
87.8% |
-6.0% |
|
8 |
I am proud to be associated with the college and university. |
100.0% |
93.9% |
-6.1% |
|
13 |
The college promotes an environment of physical, mental, and social well-being. |
92.5% |
85.7% |
-6.8% |
|
9 |
Leadership in the college has adequately communicated the organization's long-range goals and strategic direction. |
97.5% |
89.8% |
-7.7% |
|
12 |
My supervisor treats me with respect. |
97.5% |
89.8% |
-7.7% |
A nuanced examination reveals that certain segments of our community, particularly faculty and graduate assistants, are driving these declines. For further insight, please refer to the appendix for a comprehensive breakdown of changes by group across all statements.
Our Focus
Having delved into our areas of mounting concern, our next step is to assess both our strengths and our areas of need by scrutinizing the average score on all statements and comparing the scores of each employee group to this average.
In the survey, respondents were asked to rate their agreement with each statement on a comprehensive five-point scale: Strongly Disagree (32), Somewhat Disagree (33), Neither Agree nor Disagree (34), Somewhat Agree (35), and Strongly Agree (36).
Notably, our analysis reveals commendable performance in certain areas, as evidenced by high average scores. Employees consistently express pride in their affiliation with the college and university, alongside a robust belief in the significance of their work and its impact on overall success.
Conversely, our examination also illuminates areas warranting attention. The climate scores lowest in fostering an environment conducive to physical, mental, and social well-being, demonstrating openness to innovative approaches, and ensuring that employees feel their opinions and perspectives are adequately represented in decision-making processes. Addressing these specific aspects will be necessary to improving our organizational climate and fostering a more inclusive and supportive workplace environment.
To gain insights into performance across various demographics, the survey categorizes respondents based on four dimensions: their employment type (e.g., faculty, staff), full-time or part-time status, employment duration and race/ethnicity.
To assess disparities, we analyze each group's average score relative to the overall average. By calculating the difference between each group's average score and the overall average, we quantify the extent to which a group surpasses or falls below the average level. This approach helps identify groups requiring additional support or attention.
Our student workers scored highest, with scores that were 5.07 above average, followed by our staff at 1.63. Part-time faculty scored lowest at 5.52 below average, followed by long-term employees (those who have been here more than 20 years) at 4.52 below average and underrepresented employees at 3.67 below average.
Parentheses indicate the number of respondents in each group.
Employee Group Summary:
Full-time Faculty:
Our full-time faculty exhibited scores below the college average on 13 statements. The lowest three scores were observed on:
- Fostering an environment of physical, mental, and social well-being (34.81)
- Encouraging open dialogue and speaking up (34.81)
- Representation of opinions and perspectives in decision-making (34.84)
Part-time Faculty:
Part-time faculty members fell below the college average on all 17 statements. The lowest scores were recorded on:
- Cultivating a holistic environment of well-being (34.6)
- Embracing innovation in addressing challenges (34.6)
- Support for enhancing course management and grading via technology (34.6)
Staff:
Our staff scored below average on four statements. The lowest scores were recorded on:
- Support for enhancing course management and grading via technology (34.92)
- Cultivating a holistic environment of well-being (35.08)
- Embracing innovation in addressing challenges (35.08)
- Upholding dignity and respect for all employees (35.08)
- Ensuring satisfactory involvement in decision-making processes (35.08)
- Encouraging diversity, equity, and inclusion through training and engagement (35.08)
Graduate Assistants:
Graduate assistants demonstrated scores below average on nine statements. The lowest scores were on:
- Satisfaction with involvement in decision-making processes (34.6)
- Representation of opinions and perspectives in decision-making (34.6)
Student Workers:
Student workers showed scores below average on only one statement. The lowest scores were on:
- Communication of long-term goals and strategic direction by college leadership (35.23)
- Embracing innovation in addressing challenges (35.31)
For a detailed comparison of each group's performance to the college average across all 17 statements, please refer to the appendix.
