2017 State Of Colorado Employee Engagement Survey

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2017 State ofColoradoEmployeeEngagementSurveyExecutive Results Report

AgendaOverviewHeadlines Response rates Strengths & opportunities Survey ThemesEmployee engagement indexEmployee landscapeResults by IndicesDriver matrixBarriers to productivityCommentsAction ResponseNext stepsAppendix

Overview Survey methodologySurvey Objectives Understand current levels of employee engagement and gain an overall understanding of employee sentiments Measure improvement from the 2015 Employee Engagement Survey Assess how well the State of Colorado is translating efficiency, effectiveness, & elegance into the everyday workplaceSurvey Methodology One questionnaire was co-developed by the State of Colorado & PwC, incorporating critical factors presented in theworkplace The survey was deployed via online and in paper and offered in both English & Spanish to all employees from October 16thto November 13th The majority of the survey items were measured on a 5-point scale (Strongly Disagree, Disagree, Neither Agree norDisagree, Agree, Strongly Agree) Results are presented based on a Percent Favorable score, which is the percent of responses that are a 4 or 5 (Agree andStrongly Agree); the higher the reported Percent Favorable score, the more favorable the result A minimum of 6 respondents required for each group to be included in reporting All survey responses are confidential The Internal Best benchmark represents State of Colorado’s top 85th percentile scores The external US Benchmark represents PwC’s survey companies within the United States and CanadaState Of Colorado Employee Engagement Survey Confidential2

Headlines Response rates by departmentsTotal State of ColoradoExecutive BranchDepartment of AgricultureDepartment of CorrectionsDepartment of EducationDepartment of Health Care Policy and FinancingDepartment of Higher EducationDepartment of Human ServicesDepartment of Labor and EmploymentDepartment of LawDepartment of Local AffairsDepartment of Military and Veteran AffairsDepartment of Natural ResourcesDepartment of Public Health & EnvironmentDepartment of Personnel & AdministrationDepartment of Public SafetyDepartment of Regulatory AgenciesDepartment of RevenueDepartment of TransportationDepartment of TreasurySecretary of StateGovernor's OfficeGovernor’s Office of Information TechnologyHigher Education InstitutionAdams State UniversityMetropolitan State University of DenverWestern State Colorado UniversityHigher Education Institution (Other)LegislativeOffice of the State AuditorState Of Colorado Employee Engagement Survey 98711,881241069277432323718920125220Response Rate201763%(48% 84%62%64%80%84%81%------36%19%3

Headlines StrengthsSoC Culture & Values Overall SoC has a workforce that closely aligns with SoC’sculture and values 90% of employees feel that the work they do isimportant Likewise, most employees reported thatworking at SoC provides a sense of pride The majority of employees feel accountable forachieving resultsOverall Engagement Employees at SoC demonstrate a strong discretionaryeffort Employees feel that their work provides them witha personal sense of accomplishment Similarly, employees feel that working forthe state inspires them to put forth theirbest effort 73% of employees intend to stay with the state forthe next 12 monthsImmediate SupervisorTeamwork & Job Alignment Employees have good working relationships with theirimmediate supervisors Employees reported strong person-job alignment andexceptional relationships with their coworkers: Supervisors at the state champion for a healthy worklife balance among their direct reports The majority of employees feel that the people theywork with cooperate to get the job done Supervisors at SoC set clear expectations for their directreports Employees feel that they have sufficient training todo their jobs well Most employees feel that their supervisors addressperformance problems 81% of employees feel respected by their supervisorsand in turn, 74% of employees would feel comfortableraising an ethical issue or concern to their supervisorsState Of Colorado Employee Engagement Survey Confidential Similarly 72% of employees believe that thepeople in their group have the right skillsfor their roles Most employees at SoC feel that they have theauthority to do their jobs effectively4

Headlines OpportunitiesProcess ImprovementSoC Leadership Employees feel that there needs to be more claritysurrounding process improvement There are several areas of improvement SoC leadership canfocus on to prove overall perceptions Only 54% of employees reported that they arefamiliar with SoC’s process improvementinitiatives Employees have concerns surrounding the decisionmaking process and overall direction fromleadership Employees feel that leaders at SoC do not supportprocess improvement initiatives Employees lack trust and confidence in theirdepartment/higher education institution leaders Similarly, only 37% of employees reportedthat their department/work unit hasworked on a process improvement in thelast 12 months The majority of employees feel that there is a gapbetween understanding which Lean resources areavailable and how to connect with a LeanChampion for process improvement ideasCustomer Focus Employees feel SoC is less customer focused than it was in2015. Specifically, there has been slippage and room forimprovement in: Using customer feedback to make improvements Resolving problems in an efficient manner Making it easy to engaged in State services The impact of efforts made to improve thecustomer experienceState Of Colorado Employee Engagement Survey Confidential Employees feel that department/higher educationleaders should reexamine how decisions are madeand establish a threshold for best practices fordecision making at the right levels If unethical behavior is reported, employees do notfeel that their department/higher educationinstitution leaders will adequately respondInnovation Employees feel that there are several areas of opportunityto improve innovation 40% of employees at SoC do not feel encouraged tocome up with new ideas or better ways of doingthings The majority of employees feel that they do nothave capacity to foster new or innovative ideas Likewise, if employees do have capacity tofoster new ideas, employees feel thatmanagement does not put these initiativesinto motion5

Headlines Results by survey themesOverall, SoC dimensions are trending favorably compared to 2015. There is greater opportunity aroundInnovation and Process ImprovementImmediate Supervisor74%12%vs.2015vs.IB BMvs.US BM13% 2-16 10Values70%14%16% 1-18-1Performance Management69%16%15% 2-13 7Engagement Index68% 5-19-3-2-19-4 1-16-8 2-15-2---24-190-15-4-3-25-120%12%Public Service65%18%18%Teamwork65%19%16%Work Process63%19%18%Benefits56%18%Growth & Development55%21%Customer 24% 2-20 190-21-25-8-27-19Innovation46%Process ImprovementAgree ScoreNeutral Score39%26%24%30%22%33%16%32%27%Disagree ScoreState Of Colorado Employee Engagement Survey Confidential6

Engagement Index Item detailI intend to stay with the Stateof Colorado/Institution ofHigher Education for another12 months.73%My work gives me a feeling ofpersonal accomplishment.70%I am proud to say that I am anemployee of the State ofColorado/Institution of HigherEducation.68%Working for the State ofColorado inspires me to putforth my best effort.67%I would recommend the Stateof Colorado/Institution ofHigher Education as a goodplace to work.Agree ScoreNeutral Score63%19%16%22%19%24%8%14%10%15%13%vs.2015vs.IB BMvs.US BM 21-13-4-7-18-80-20-3 5-19 2 8-22-1Disagree ScoreState Of Colorado Employee Engagement Survey Confidential7

Engagement Index Change over time22 of 24 agencies have improved engagement scores compared to 2015, with Secretary of State, Department of HigherEducation, and the Department of Health Care Policy and Financing showing the most improved scores. 2 agenciesshowed no change in engagement scores from 2015Secretary of State,74%, ( 41) 40%Agriculture, 73%, ( 8)Public Safety, 73%,( 8)% Change from 2015Governor’s Office ofIT, 72%, ( 9)Governor’s Office,73%, ( 9)Labor & Employment,72%, ( 9)Revenue, 63%,( 7)Corrections,56%, (0)50%Health Care Policy &Financing, 79%, ( 19)Military and VeteranAffairs, 74%, ( 8)MSUD, 67%,( 15)Human Services,67%, ( 5)Higher Education,76%, ( 20)Transportation,69%, ( 5)Public Health &Environment, 78%, ( 8)Natural Resources,73%, ( 5)Local Affairs,79%, ( 7)Treasury, 63%, ( 4)60%WSCU, 75%, ( 7)70%Regulatory Agencies,68%, ( 2)Personnel &Admin, 71%, ( 1)Office of the StateAuditor, 82%, ( 16)Education, 82%,( 10)Law, 78%, (0)80%2017 EngagementScore*The graph above shows the percent change in engagement from 2017 to 2015 for each Department, plotted against its 2017 Engagement Score. The size ofthe circles represents the size of each Department’s response population from the 2017 survey. Note that Adam’s State University is not included in this graphdue to lack of 2015 Engagement dataState Of Colorado Employee Engagement Survey Confidential8

Engagement Level1Employee landscape Total State of ColoradoHighLowTenants: 4%Champions: 47%2015: 14%US Benchmark: 3%2015: 36%US Benchmark: 47%Disconnected: 23%Captives: 25%2015: 34%US Benchmark: 20%2015: 16%US Benchmark: 30%LowHighProfileCharacteristicsChampions Strong identification with organizationobjectives High level of loyalty to the organization High level of willingness to cooperate andmotivate colleaguesTenants Very satisfied/“Free Agents”/Lower loyalty Have a stabilizing effect on the organization Straightforward, however, need to bedirectedCaptives Rather critical, therefore difficult to lead Ready to change jobs when opportunitiesbecome available Greatest opportunity to convert toChampionsDisconnected Dissatisfied and disconnected More frustrated than dedicated Under-utilized resources of the organizationIntent to Stay21 Based2Ion survey of Employee Engagement Index questions (High 4.0, Low 4.0)intend to stay with the State of Colorado/IHED for another 12 months.” (High 4.0, Low 4.0)State Of Colorado Employee Engagement Survey Confidential9

Employee landscape Executive 4%25%23%47%4%25%23%Department of Education63%8%17%12%Department of Law63%6%14%17%Department of Health Care Policy and Financing60%8%16%16%Department of Public Health & Environment60%6%18%16%Secretary of State58%3%15%25%Department of Military and Veteran Affairs57%6%21%17%Department of Higher Education53%11%15%22%Governor's Office54%6%17%24%54%4%19%23%Department of Natural Resources53%5%24%18%Department of Public Safety53%4%23%19%Department of Labor and Employment51%4%25%21%Department of Local Affairs51%12%23%14%Department of Agriculture50%4%23%22%Department of Personnel & Administration49%5%24%21%Department of Regulatory Agencies49%4%22%25%Department of Transportation48%4%28%21%Department of Human Services45%5%25%25%Department of Revenue42%4%28%27%Department of Corrections35%3%34%29%Department of Treasury29%17%21%33%Total State of ColoradoExecutive BranchGovernor’s Office of Information TechnologyState Of Colorado Employee Engagement Survey Confidential10

Results by Indices Survey indicesOverall, SoC indices are trending favorably compared to 2015. There is greater opportunity around Leadership.Supervisor Index74%Effectiveness Index72%Engagement Index20%66%Efficiency Index15%59%Elegance Index21%54%Leadership IndexNeutral Score15%68%EVP IndexAgree Score13%44%28%26%vs.2015vs.IB BMvs.US BM13% 2-15 1013% 2-14 712% 5-19-319%0-15-120%0-20-4-3-24-3 4-25-1118%31%Disagree ScoreState Of Colorado Employee Engagement Survey Confidential11

Results by Indices Leadership indexState ofColorado/Institution ofHigher Education leadersgive employees a clearpicture of the direction theorganization is headed.44%I have trust and confidencein my department/highereducation institutionleaders.Agree ScoreNeutral Score44%27%24%29%vs.2015vs.IB BMvs.US BM 7-23-13 1-26-932%Disagree ScoreState Of Colorado Employee Engagement Survey Confidential12

Results by Indices Item DetailI am held accountable forachieving results.82%My immediate supervisormakes it clear what isexpected of me.76%The people I work withcooperate to get the jobdone.65%In my work group, we haveeffective processes thatenable me to get my jobdone well.Neutral Score61%6%13%74%In my work group, we havethe processes and systemsto provide consistentcustomer or public service.Agree Score12%14%18%19%12%12%17%20%vs.2015vs.IB BMvs.US BM0-15 20 3-13 16 2-15 3 2-190 2-8--Disagree ScoreState Of Colorado Employee Engagement Survey Confidential13

Results by Indices Efficiency indexI have sufficient training todo my job well.73%I have the authority I needto do my job effectively.18%54%Compared to one year ago,in my work group, we getwork done more efficiently,with less waste of money Neutral Score20%60%In my work group, decisionsare made at the appropriatelevel.Agree Score16%62%I feel encouraged to comeup with new and better waysof doing things.41%vs.IB BMvs.US BM0-14 1719% 2-18-617% 1-18---2-22-525% 1-24-625%0-21--16%65%In my work group, rules andregulations are useful guidesfor doing the right thingmore than they are a vs.201521%34%10%21%Disagree ScoreState Of Colorado Employee Engagement Survey Confidential14

Results by Indices Elegance indexCustomer problems getcorrected quickly.In my department/highereducation institution, wemake it easy for citizens touse the services we offer The work we do in mydepartment is respected andvalued by the public.16%57%29%13%22%52%In my work group, we arerecognized for meeting ourresponsibilities to the Stateand its citizens.Over the past year, ourefforts to improve ourcustomers' experience havebeen working.Neutral Score28%55%We use customer feedbackto make improvements toour processes.Agree Score57%50%50%30%25%23%18%26%35%14%vs.2015vs.IB BMvs.US BM-3-24---2-24 1-6-28---4-26-20-20-11-4-25--Disagree ScoreState Of Colorado Employee Engagement Survey Confidential15

Results by Indices EVP indexThe work I do is important.90%My immediate supervisorsupports my need to balancework and other life issues.7%80%11%10%My immediate supervisorgives me meaningful andtimely feedback on my 70%15%15%My work gives me a feelingof personalaccomplishment.70%16%14%I have the resources andequipment I need to do myjob well.59%I am satisfied with therecognition I get for thework I do.53%I am satisfied with myopportunities for careergrowth and advancement.Agree ScoreNeutral Score17%42%24%20%22%27%36%4%vs.2015vs.IB BMvs.US BM 1-8 13 2-18 12-15 10-7-18-8 2-20-- 3-8-80-15-13 2Disagree ScoreState Of Colorado Employee Engagement Survey Confidential16

Results by Indices Supervisor indexMy immediate supervisortreats me with respect.81%9%My immediate supervisorsupports my need to balancework and other life issues.80%11%My immediate supervisormakes it clear what isexpected of me.76%I am comfortable raisingethical concerns to myimmediate supervisor.Agree ScoreNeutral Score12%70%My immediate supervisoraddresses performanceproblems in my work group.64%10%13%74%My immediate supervisorgives me meaningful andtimely feedback on myperformance.10%15%19%12%14%15%16%vs.2015vs.IB BMvs.US BM 2-15 14 2-18 12 3-13 16 1-14-- 2-15 10 2-16-2Disagree ScoreState Of Colorado Employee Engagement Survey Confidential17

Driver matrix Priority itemsCustomer Focus Over the past year, our efforts to improve our customers'experience have been working.Growth & Development I am satisfied with my opportunities for career growthand advancement.Innovation In my work group, we have the capacity (people, time,resources) to act on promising new/innovative ideas.Involvement When employees have good ideas, management makesuse of them.Leadership Index I have trust and confidence in my department/highereducation institution leaders. State of Colorado/Institution of Higher Educationleaders give employees a clear picture of the directionthe organization is headed.Public Service In my work group, we are recognized for meeting ourresponsibilities to the State and its citizens.Resources Compared to one year ago, in my work group, we getwork done more efficiently, with less waste of money orother resources.Teamwork Other work groups give us the support we need tosucceed.State Of Colorado Employee Engagement Survey Confidential18

Driver matrix Preserve itemsImmediate Supervisor I have trust and confidence in my immediatesupervisor.Involvement I have the authority I need to do my job effectively.Public Service The work I do is important.Work Process In my work group, we have the processes and systems toprovide consistent customer or public service.State Of Colorado Employee Engagement Survey Confidential19

Barriers to productivity Employees at SoC site staffing decisions,communication issues, & out of date technology as top barriersEmployees were asked to select up to five issues that commonly prevent them from being fullyproductive at workTop 5 most selected issuesInadequate staffing levelsPercent of respondents selecting37%Lack of communication/miscommunication amongdivisions32%Continual need to seek decisions or approval from higherlevels of management (e.g., micromanagement)24%Out-of-date or malfunctioning technology (e.g., software,computers, equipment)23%Doing work for others that is not part of my job19%State Of Colorado Employee Engagement Survey Confidential20

Barriers to productivity There is little variance across employeelandscape buckets regarding the 5 top barriers at SoCIssuesInadequate staffing levelsLack of communication/miscommunication among divisionsOut-of-date or malfunctioning technology (e.g., software,computers, equipment)Continual need to seek decisions or approval from higherlevels of management (e.g., micromanagement)Excessive/unproductive meetingsDoing work for others that is not part of my jobResponding to crisesUnproductive teammatesLack of informationPaperwork (e.g., reports)Inadequate administrative staff supportMisaligned resources - some with too few, others with toomanyRepetitive or irrelevant emailsLack of clear prioritiesInadequate professional developmentConfusion about project ownershipConstantly changing deadlinesUncomfortable or distracting work environmentTime required to involve multiple parties in workunnecessarilyUnclear instructions related to your work tasksInternal projects outside of primary job functionUncomfortable physical work spaceOtherThere are no issues which distract me from achieving mywork-related goalsState Of Colorado Employee Engagement Survey ConfidentialPercent of respondents %11%6%5%21

Comments Provide us with specific examples of how Effectiveness, Efficiency,or Elegance has worked in your department/higher education institution?What are Champions saying?What are Captives saying?“In my department we are more effective acrossthe board than we ever have been. A newonline process was put in place since December2016, and we've had positive feedback from ourcustomers”“We lost almost all our administrative support,forcing us to take up time with administrative workthat cuts into the time necessary to producequality hearings and decisions. We cannot fillempty positions”“In the past we were able to provide Effectiven

2017 Engagement Score m 5 *The graph above shows the percent change in engagement from 2017 to 2015 for each Department, plotted against its 2017 Engagement Score. The size of the circles represents the size of each Department’s response population from the 2017 survey. Note t

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