2013 Employee Opinion Survey Aggregate Report - Working at the U ...

2013 Employee Opinion Survey Aggregate Report Human Resources University of Saskatchewan May 2014

2013 Employee Opinion Survey Aggregate Report

Table of Contents Introduction ........................................................................................................... 1 Methodology ......................................................................................................... 3 Tool Development ....................................................................................................................... 4 Multi-Year Data Collection .......................................................................................................... 6 Data Analysis .............................................................................................................................. 6 Reporting the Results .................................................................................................................. 7

Employee Feedback ............................................................................................. 9 Results by Survey Sections ........................................................................................................ 9 Decline Survey Results ............................................................................................................. 49

Appendix One ....................................................................................................... L Employee Opinion Survey Instrument ......................................................................................... L Decline Survey Instrument ........................................................................................................LV

Appendix Two .................................................................................................... LVI Messages Sent to Employees to Invite Participation in 2013 Employee Opinion Survey ..............................................................................................................LVI

Appendix Three .................................................................................................. LXI Employee Opinion Survey 2013 Poster ...................................................................................LXI

Appendix Four ................................................................................................... LXII Summary of Comments from Questions 19, “If you indicated that there are other barriers to your being fully engaged and successful at work. Please specify”, Question 38 “Comments Related to Your Unit, To Be Shared with your Unit Leader” and Question 39 “Comments related to the University” ..............................................................................................................LXII


Survey Results Charts Employee Development and Engagement Question 1 Question 2 Question 3 Question 4 Question 5 Question 6 Question 7 Question 8 Question 9 Question 10 Question 11 Question 12 Question 13 Question 14 Question 15 Question 16 Question 17 Question 18 Question 20 Question 21 Question 22 Question 23 Question 24 Question 25 Question 26 Question 27 Question 28 Question 29 Question 30

Question 31 Question 32 Question 33

“I feel I am recognized for a job well done.”............................................................ 10 “I have the chance to get a better job at the University based on my skills.”.......... 11 “I am satisfied with the amount of progress I have made in my job.” **New language in 2010** ................................................................................................. 12 “I know what is expected of me at work.” ............................................................... 13 “I have the materials, equipment, information and/or resources I need to do my work well.” ......................................................................................................... 14 “I get a real sense of achievement from my work.”................................................. 15 “At work, I have the opportunity to do what I do best every day.”........................... 16 “In the last seven days, I have received recognition or praise for doing good work.” ............................................................................................................. 17 “My supervisor, or someone at work, seems to care about me as a person.” .................................................................................................................. 18 “There is someone at work who encourages my development.” ............................ 19 “My opinions seem to count.” ................................................................................. 20 “The purpose of the University and/or my work unit makes me feel my job is important.” ........................................................................................................... 21 “My co-workers are committed to doing quality work.” ........................................... 22 “I have a best friend or close colleague at work.” ................................................... 23 “In the last six months, someone at work has talked to me about my progress.” ............................................................................................................... 24 “This last year, I had opportunities at work to learn and grow.” .............................. 25 “I see how my work aligns with my unit's multi-year plan.” ..................................... 26 “Please identify one or more of the following which may be a barrier to you being fully engaged and successful at work.” ......................................................... 27 “In my work unit we are honest, supportive and sensitive in our communications.” ................................................................................................... 29 “In my work unit we respect and value individual and cultural differences.” ........... 30 “In my work unit we support innovation, creativity and risk-taking.” ....................... 31 “In my work unit we learn from our failures.” .......................................................... 32 “In my work unit we celebrate our successes.”....................................................... 33 “In my work unit we are fair and forthright in our dealings.”.................................... 34 “In my work unit we confront problems and issues openly and directly.” ............... 35 “In my work unit we cultivate an environment of collegiality and trust.” .................. 36 “I am aware of the goals and principles of the University's diversity strategies.” .............................................................................................................. 37 “I feel the effect of a diverse workforce on the future of the University is:” ............. 38 “Under-represented groups (women, visible minorities, persons with disabilities and Aboriginal people) are treated with respect.” **New language in 2011** ................................................................................................. 39 “I believe that the following groups have an equal opportunity for employment at the U of S (check all that apply).” ................................................... 40 Demographics – Gender ........................................................................................ 42 Demographics – Age Group ................................................................................... 43

2013 Employee Opinion Survey Aggregate Report Question 34 Demographics – Self-Identification in Targeted Groups ......................................... 44 Question 35 Demographics – Length of Employment ................................................................ 45 Question 36 Demographics – Type of Occupation ..................................................................... 46 Question 37 Demographics – Work Unit..................................................................................... 47 I am unable/unwilling to complete the survey for the following reason(s) (Please check all responses that apply.): ........................................................................................... 49


Introduction The University of Saskatchewan recognizes the success of its people and employee perception is integral to the overall success of the university. Faculty and staff are an important component of creating and maintaining an environment that enables us to reach our strategic goals. Expansion of skills and knowledge, as well as alignment with the university’s values are key to our people developing professionally; enabling them to contribute to achieving the university’s vision. The results of the annual Employee Opinion Survey provide valuable insights that are used to measure the university’s performance, and act as key performance indicators in charting its progress. In May-June of 2005, Human Resources (HR) sponsored the first annual Employee Opinion Survey to ask employees for their opinions on work environment issues and gather information to measure the engagement of employees of the University. The results of the initial survey indicated that the University needed to: • Continue to foster an inclusive environment where differences are valued; • Continue to clarify leadership accountabilities and competencies; • Develop strategies to increase personal effectiveness and address work/life balance issues; and • Promote positive work environments. A number of initiatives were undertaken to respond to these needs, including a diversity day which focused on education and celebration of diversity on campus and highlighted the importance of work/life balance; further development of job profiles for employees outlining key competencies and accountabilities; an introduction of 360 degree feedback tools for individuals in leadership roles; several workshops to help individuals enhance their personal effectiveness; the inclusion of a number of people strategies in the Second Integrated Plan, including leadership and career development and on-going workplace assessments to identify and address workplace issues. In addition, Human Resources employees continued to work with colleges and units to promote positive and safe work and learning environments. The Employee Opinion Survey became an annual endeavour and employees have been invited to share their experience in 2005, 2006, 2008, 2009, 2010, 2011, 2012 and 2013. Aggregated results continue to provide employee feedback to Human Resources and Senior Administration which informs their decision-making in a variety of areas. The Provost's achievement record1 reports overall faculty and employee engagement as a key measure of progress of the university's strategic directions. The results are also 2 analyzed to create unit reports to enable survey feedback to inform unit leaders’ decision-making. Unit leaders are encouraged to use the data in assessing their current reality in relation to the unit’s goals and to consider strategies that will continue to engage their people. Information drives change, and the survey reports are some of many pieces of information that have resulted in numerous responses, decisions and programs at the University. 1

http://www.usask.ca/achievementrecord/achievement-record-2012.pdf Unit reports do not contain any demographic information, with the exception of a breakdown of type of occupation of the respondents. 2

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We have taken a more comprehensive approach to meeting the needs of unit leaders in understanding and building employee engagement. Survey findings together with dialogue with unit leaders have resulted in: • Changes to the survey instrument and information we gather o We have changed some of the survey to add more clarity and gather more information to support the units. Details are included in the tool development section below. • Development of additional reports and analysis of data o We have created new reports and approaches to understanding the results of the survey to meet the needs of the Provost and unit leaders across campus as they support, energize and value employees, and help align individual priorities with the university's goals. o We have been working closely with units in their pursuit of increased employee engagement. • Creation of forums for key individuals to share best practices, such as: o Best practices forum for unit representatives to share successes and discuss ideas for future action planning. o Deans' dialogue sessions focusing on employee engagement. • Opportunities for employee development and skill training o Past survey respondents indicated that leadership is a barrier to their engagement in the workplace. As a result, Human Resources created a number of leadership development opportunities, such as the “Manager’s Skill Development Series” which was launched in response to the 2008 Employee Opinion Survey. In 2010, a "Leadership Development Series" was launched to further address barriers. Recently, a development series called “Conscious Change Leadership” was created for leaders to navigate change by understanding the current reality, desired state, and structures that influence the advancement of the unit and the university’s strategies. Each year, survey results help to determine the effectiveness of the changes that have been implemented and provide valuable information to support the development of programs and services to meet the goal of establishing healthy, productive and diverse work environments. A priority will be the promotion of diversity, which includes the identification and removal of barriers to employee success, through, for example, employee and leadership development, workplace climate improvement, and health and wellness strategies.

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Methodology On October 24, 2013, Barb Daigle, Associate Vice-President, Human Resources, sent an email to all employees to inform them of the survey3 and invite4 them to participate. The day before the launch, on October 23, 2013, Barb Daigle asked all members of the President's Advisory Committee (approximately 120 individuals across campus, including the President, Vice-Presidents, Deans, Associate Deans, Assistant Deans and Directors) via email5, to print and share a poster6 and encourage their colleagues to participate in the survey. On October 30, 2013, Jackie Hunter, Senior Consultant, Human Resources, provided the President’s Advisory Committee with an update via email7. The update included mid-point response rates for all colleges and units and encouraged continued promotion of the survey to increase response rates. A promotional template was also attached8. On October 31, 2013, Barb Daigle emailed a reminder to all employees asking them to complete the survey if they had not already done so9. During the data collection phase, the University of Saskatchewan’s Internal Portal, PAWS, had an advertisement posted on the home page that included a link to the survey10. The survey was originally intended to close on November 7, but was extended until November 14, 2013. Barb Daigle sent a final email to all employees on November 5, 2013, notifying everyone of the extension11. Within the data collection timeframe, 1,687 responses were received. This is fewer than the previous year’s record number of respondents, but is consistent with the response rate achieved in 2011. The number of responses for each year of the survey is shown below in Table 1.

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The survey instrument is attached as Appendix 1. The text of the email invitation can be found in Appendix 2. 5 The text of the email invitation can be found in Appendix 2. 6 The survey reminder poster can be found in Appendix 3. 7 The text of the email update can be found in Appendix 2. 8 The promotional template can be found in Appendix 2. 9 The text of the email reminder can be found in Appendix 2. 10 A screenshot of the PAWS sticky is provided in Appendix 2. 11 The email notifying employees of the extension can be found in Appendix 2. 4

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Table 1.

Number of Responses (2005 – 2013)

2000

1,808 1,581

1,563

# Respondents

1600 1200

1,867 1,690

1,687

1,309 1,122

800 400 0 2005

2006

2008

2009

2010

2011

2012

2013

Survey Years

Since 2009, employees have been required to enter their unique NSID (network services ID) and password to gain access to the survey. The NSIDs allow us to calculate the exact number of employees at the University at the time of the survey, and are not retained with the survey data. We had 5,676 employees, 1,687 of whom responded to this survey. The response rate is therefore 29.72%. Because the sample is based on those who initially self-selected for participation, no estimates of sampling error can be calculated.12

Tool Development Employee Opinion Survey Instrument The Employee Opinion Survey was developed internally to assess the extent to which work environments are considered to be healthy, productive and diverse. The survey questions are based on best practices in measuring organization climate and culture13. The survey was tested internally and adjustments made prior to releasing it to the university community in the first year. Minor adjustments were made to the survey in 12

The Government of Canada's Advisory Panel on Online Public Opinion Survey Quality provides clear standards on reporting margin of error for self-selected participation in online surveys. http://www.tpsgc-pwgsc.gc.ca/rop-por/rapports-reports/comiteenligne-panelonline/page-03eng.html 13 Sources include the Gallup Organization (Q-12) and Diversity at Work (1996 & 1997) by Trevor Wilson. 4

2013 Employee Opinion Survey Aggregate Report subsequent years, while the bulk of the survey remained the same. In 2010, the survey was more substantially reviewed to identify desired changes. There were two questions for which interpretation was inconsistent, and were changed or removed. In 2011, we made some changes in the Diversity section and in the Demographics section. In 2012, only the list of units was updated. For the 2013 survey, the list of units was updated and an open-ended question pertaining to comments related to the survey instrument was removed. No other changes were made. We continue to be open to suggestions for improvements to this survey; however, core questions which support the overall employee engagement index will remain.

Decline Survey Instrument In order to better understand why some employees choose to not participate in the annual Employee Opinion Survey, Human Resources included a survey to allow those employees to share their reasons for not participating. Included with the 2013 invitation to participate was a request for those who chose to not participate in the main survey to share their reasons in a second survey. This survey allowed respondents to choose from a list of expected reasons, or to manually enter their own reason. In total, 61 employees responded to this survey (compared to 55 in 2012; 24 in 2011; and 18 in 2010). Data was collected between October 23 and November 14, 2013.The results of this survey hold no statistical significance, but offer some practical insight into issues that deter employees from responding to the survey.

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Multi-Year Data Collection Employees were surveyed during the winters of 2005 and 2006 to collect baseline data upon which the success of programs in subsequent years could be measured. Employees were surveyed again in the winters of 2008, 2009, 2010, 2011, 2012 and most recently, 2013. The survey was constructed as a web-based instrument and delivered through the University's own online survey tool. The 2013 survey was made available for employees to respond to between October 22 and November 14, 2013. Respondents were assured of anonymity with the promise that none of their responses would be attributed to any specific individual. Since 2009, respondents have been required to enter their NSID and password to access the survey. This information allows entry to the survey, but their NSID is not stored. The NSID login ensures that only invited participants (University of Saskatchewan employees or faculty members) have access, and that each participant can only complete the survey one time. Employees are also given the option to print a paper copy of the survey and submit it anonymously. Through this survey process and with employee feedback, we have identified some areas for improvement on the survey tool and process, including the timing. As we go through the survey process each year, we discover new opportunities for changes. With a goal of continuous improvement, this survey will continue to evolve to meet the needs of the University community, while respecting the need to measure baseline data for year to year comparisons of progress.

Data Analysis Frequencies The data was analyzed to identify how frequently each response was chosen for each question. These frequencies are the most common results shared in university and unitlevel reports, as described in the following section. Frequencies were calculated using a denominator of total survey respondents, to acknowledge that some respondents choose to not respond to every question. As a result, charts for some questions show frequencies that do not add to 100%. This approach is used as there are questions on this survey where not choosing one of the response options is a response in its own right. For example, question 31 asks " I believe that the following groups have an equal opportunity for employment at the U of S: An Aboriginal person, a female, a male, a person from a visible minority group, a person with a disability, a member of the lesbian, gay, bisexual, transgender, two-spirit and queer community". Respondents may only indicate their agreement in response to this question, and indicate their disagreement by not answering. This approach also allows charts in the demographic section to represent the demographic profile of respondents who shared this information, and not to generalize this data to the entire respondent group.

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Cross-Tabulations For use in this aggregate report only, frequencies were cross-tabulated with the demographic information to identify how frequently particular responses are given by different demographic groups. These cross-tabulations provided responses per question separated by each of the demographic identifiers. Separated results for each question were then tested to determine if there were systematically different responses based on the demographic identifiers that were statistically significant14. Statistically significant differences are reported by question in the results section of this aggregate report.

Combined (Dis)Agreement In some instances, a combined agreement score was calculated as the sum of "agree" and "strongly agree" responses. Similarly, a combined disagreement score was also calculated.

Overall Engagement Score An overall engagement score was calculated to provide a measurable indicator of engagement. This indicator is calculated as the simple average of the percentage of combined agreement for twenty questions measuring employee engagement. The result is a percentage of employees who agree and strongly agree with the engagement questions. Questions included in the overall engagement indicator are: 1, 2, 4, 5, 6, 7, 8, 9, 10, 11, 12, 13, 14, 15, 16, 21, 25, 27, 28 and 29.

Levels of Engagement Scores Four distinct levels of engagement identify a progression of sustainable engagement. Calculation of these scores began with an average rating for each question using the five point scale where Strongly Agree = 5, Agree = 4, Neutral = 3, Disagree = 2, Strongly Disagree = 1. The average ratings for questions included in each level were then averaged to create a score for each of the four levels.

Reporting the Results Aggregate Report Since the first survey in 2005, Human Resources has prepared an aggregate report, which has been shared with the university community through its website, and unit reports, which have been shared with unit leaders directly. Both types of reports have evolved to provide comparative data for each of the survey years. Results of the survey are reported in aggregate form only. Results for individual units and occupational groups are provided where more than ten responses were received to 14

The chi-square test of independence was used to test these differences for significance. The significance level used was 0.05, making results reliable with a 95% level of confidence. It analyzes the results of the cross-tabulations to identify whether the observed rates were significantly different than the expected rates, or in other words, whether and to what extent particular subsets of participants responded differently than the “average” respondent. 7

2013 Employee Opinion Survey Aggregate Report ensure confidentiality. Qualitative comments are reported to unit leaders in alphabetical order, and are completely separated from other survey results.

Unit Reports Human Resources provides unit leaders with resources and reports to support interpretation and application of the survey results. The results of the 2013 survey have been provided to unit leaders in a number of formats: 1. Overall Engagement An overall engagement score is calculated for the university and for each unit. This employee engagement index is comprised of favourable employee responses to twenty questions in the annual Employee Opinion Survey which measure employee engagement and development, as well as commitment to diversity and the core values of the University. The selected questions from the Employee Opinion Survey were developed internally to assess the extent to which our work environments are considered to be healthy, productive and diverse. The survey questions are based on best practices in measuring organization climate and culture including leading research done by the Gallup Organization and diversity strategist, Trevor Wilson. Unit reports track the unit's overall engagement scores, and present the 2013 overall university engagement score. 2. Four Levels of Engagement Building sustainable employee engagement requires solid foundations. Development plans to support long-term employee engagement should focus on solidifying those foundations. Human Resources prepares reports for unit leaders with 2011, 2012 and 2013 unit scores, and compares with 2013 university scores at each of four levels of engagement. Human Resource consultants work with unit leaders on building action plans. From the bottom up, the four levels are expectations, recognition, belonging and growth. 3. Top 10, Bottom 10 and Ten Most Changed Using combined agreement (agree + strongly agree) scores and combined disagreement (disagree + strongly disagree) scores, these reports allow unit leaders to quickly identify their ten strengths and weaknesses, along with the ten most changed statements from the previous year's survey. Used together with the four levels of engagement reports, unit leaders can quickly target issues in their unit that require attention and will contribute most to long-term, sustainable employee engagement. 4. Charts – All Questions Since 2005, unit leaders have received frequency charts for every question in the survey. Since 2006, these charts compare current data for the unit with data from all past surveys, as well as with the university's current overall data.

Notes for Interpretation When reviewing the data, it is important to consider that many people who fit into some of the targeted demographic groups (Aboriginal persons, visible minorities, persons with disabilities) typically choose not to self-identify in surveys. As a result, the statistics cited 8

2013 Employee Opinion Survey Aggregate Report for the total population in those categories are likely lower than the actual rates in the university population, and actual rates are unknown.

Employee Feedback Results by Survey Sections The survey is divided into four sections: • Employee Development and Engagement • Values/Work Environment/Work Unit Specific • The Equity/Diversity Quotient • Demographics Results of the Decline Survey will follow the demographics section. Results of the data analysis are presented by section, with cross-tabulated results included where appropriate. It is interesting to note that throughout the survey, employees were more likely to respond moderately than strongly (i.e., to “agree” rather than to “strongly agree”, and to “disagree” more than “strongly disagree”). Responses to the questions were gathered on a five-point scale of agreement (possible responses were strongly agree, agree, neutral, disagree, strongly disagree). For each question, the frequencies of actual responses have been summarized in a chart. The text below each chart merges the two agreeing responses (strongly agree and agree) into ‘agreement’, and the disagreeing responses (strongly disagree and disagree) into ‘disagreement’ to give a general sense of the level of support for each issue. It is important to keep in mind that all comments and discussion below charts refers to the responding group of employees, not all employees at the University of Saskatchewan.

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Employee Development and Engagement In this section, there are 19 questions designed to assess perceptions in regard to the extent to which employees feel appreciated, valued and recognized.

Question 1

“I feel I am recognized for a job well done.”

80% 70%

U of S 2009

60%

U of S 2010

50%

U of S 2011

40%

U of S 2012

30%

U of S 2013

20% 10% 0% strongly disagree

•

•

•

•

•

disagree

neutral

agree

strongly agree

There were 1,684 responses to this question for a response rate of 99.8% (compared to 1,864 (99.8%) in 2012; 1,688 (99.9%) in 2011; 1,800 (99.6%) in 2010; 1,306 (99.8%) in 2009; 1,555 (99.5%) in 2008; and 1,531 (96.8%) in 2006). In total, 66.0% remain in agreement (combined ‘agree’ and ‘strongly agree’), which is comparable to the highest historical level of 66.1% seen in 2012 and 2011 (61.9% in 2010; 59.9% in 2009; 54.5% in 2008; 51.2% in 2006 and 55.8% in 2005). Perceived recognition for a job well done remains inversely related to the length of time an employee has worked at the University. Three-quarters (75.9%) of respondents who have been employed for less than one year either ‘agree’ or ‘strongly agree’ (unchanged in 2012; 77.5% in 2011; 67.9% in 2010; 71.8% in 2009; 64.1% in 2008), compared to 65.6% of those with more than 20 years of service (up from 62.2% in 2012 and 59.4% in 2011). Agreement with the statement remains highest among ‘Administrators’ (84.5%; compared to 85.3% in 2012; 73.9% in 2011; 77.5% in 2010; 81.6% in 2009) and ‘Managerial’ employees (79.3%; compared to 79.2% in 2012), and lowest among ‘Teaching’ (46.0%) and ‘Academic Teaching/Research’ (56.5%) employees. Members of the LGBT2Q community (77.8%; up from 75.0% in 2012) also are among the most likely to feel recognized for a job well done.15

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Due to small sample sizes, caution should be exercised when analyzing results from the Disabled (32 respondents), Aboriginal (56 respondents) and LGBT2Q (36 respondents) subgroups. 10


Question 2

“I have the chance to get a better job at the University based on my skills.”

80% 70% U of S 2009

60%

U of S 2010

50%

U of S 2011

40%

U of S 2012

30%

U of S 2013


•

•

•

•

•

•

disagree

neutral

agree

strongly agree

There were 1,683 responses to this question for a response rate of 99.8% (compared with 1,858 (99.5% in 2012; 1,684 (99.6%) in 2011; 1,800 (99.6%) in 2010; 1,304 (99.6%) in 2009; 1,553 (99.4%) in 2008 and 1,523 (96.3%) in 2006). Combined agreement has dropped again this year and currently stands at 42.8% (compared with 46.9% in 2012; 48.3% in 2011; 44.7% in 2010; 47.8% in 2009; 42.6% in 2008; 38.3% in 2006 and 39.9% in 2005). Overall agreement continues to decline with age, from 53.8% of employees under the age of 30 either agreeing or strongly agreeing (55.7% in 2012; 58.5% in 2011; 55.2% in 2010; 57.4% in 2009), to 35.1% of employees 50 years of age and over. A similar trend occurs based on length of service, with 51.3% of combined agreement among employees in their first year of service (59.8% in 2012; 59.7% in 2011; 61.9% in 2010; 68.7% in 2009; 53.0% in 2008), compared to 34.9% among employees with more than 10 years of service. Aboriginal employees (57.1%) and visible minorities (53.8%; compared to 61.1% in 2012) are also among the most likely to agree with the statement, while disabled employees are among the least likely to agree (28.1%). Levels of agreement continue to vary by occupation type, with 58.8% agreement among ‘Administrators’ (57.9% in 2012; 62.5% in 2011; 57.7% in 2010; 67.1% in 2009) and 55.0% agreement among ‘Managerial’ employees (59.1% in 2012; 42.0% in 2011; 57.9% in 2010; 66.7% in 2009). Conversely, employees in ‘Teaching’ are among the least like to agree overall (24.8%; 27.4% in 2012).

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Question 3

“I am satisfied with the amount of progress I have made in my job.”

80%

U of S 2010

70%

U of S 2011

60%

U of S 2012

50%

U of S 2013

40% 30% 20% 10% 0% strongly disagree

•

•

• • •

•

disagree

neutral

agree

strongly agree

The text of this question was changed in 2010 to provide clarity. For the 20052009 surveys, this question read "I expected to make more progress in my job than I have up until now." Given the change in text, the comparative data prior to 2010 is not statistically valid and has been excluded. There were 1,683 responses to this question for a response rate of 99.8%, compared with 1,863 (99.8%) in 2012; 1,686 (99.8%) in 2011; 1,797 (99.4%) in 2010. At least half of respondents ‘agreed’ in every survey year (51.2% this year; 51.4% in 2012; 54.0% in 2011; 51.6% in 2010). Combined agreement is also high – 69.7% this year; 69.6% in 2012; 72.2% in 2011; 69.4% in 2010. Combined agreement is highest among ‘Administrators’ (86.6%; 78.9% in 2012; 85.2% in 2011; 81.7% in 2010) and ‘Managerial’ employees (82.9%; 83.6% in 2012; 55.6% in 2011; 80.0% in 2010), but is lowest among employees in ‘Operations Support’ (56.2%), ‘Technical’ (60.0%), and ‘Teaching’ (61.1%). Satisfaction with job progress is also higher among members of the LGBT2Q community (80.6%) and visible minorities (77.4%).

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Question 4

“I know what is expected of me at work.”

80% 70% 60% 50%

U of S 2009

40%

U of S 2010

30%

U of S 2011

20%

U of S 2012

10%

U of S 2013

0% strongly disagree

•

•

• •

disagree

neutral

agree

strongly agree

There were 1,683 responses to this question for a response rate of 99.8%, compared with 1,859 (99.6%) in 2012; 1,687 (99.8%) in 2011; 1,800 (99.6%) in 2010; 1,303 (99.5%) in 2009; 1,553 (99.4%) in 2008 and 1,524 (96.4%) in 2006. Most respondents indicate that they know what is expected of them at work, with 81.6% combined agreement (unchanged since 2012; 83.0% in 2011; 81.3% in 2010; 80.6% in 2009; 79.4% in 2008; 75.1% in 2006; and 75.8% in 2005). Agreement remains high across the board with few discrepancies when segregating by demographics. Visible minorities remain among the most likely to agree with the statement (90.3%; compared to 91.3% in 2012), while those who are disabled are comparatively less likely to agree (68.8%).

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Question 5

“I have the materials, equipment, information and/or resources I need to do my work well.”

80% 70% 60% 50%

U of S 2009

40%

U of S 2010

30%

U of S 2011

20%

U of S 2012

10%

U of S 2013


•

•

•

•

•

disagree

neutral

agree

strongly agree

There were 1,683 responses to this question for a response rate of 99.8%, compared to 1,861 (99.7%) in 2012; 1,685 (99.7%) in 2011; 1,799 (99.5%) in 2010; 1,305 (99.7%) in 2009; 1,553 (99.4%) in 2008 and 1, 528 (96.6%) in 2006. A declining three-fifths (63.9%) of respondents agree overall (combined ‘agree’ and ‘strongly agree’) that they have the materials, equipment information and/or resources they need to do their work well. This has dropped back down to 2009 levels (66.5% in 2012; 67.8% in 2011; 64.9% in 2010; 64.0% in 2009; 60.0% in 2008; 55.6% in 2006; and 57.4% in 2005). Employees who have worked at the University for less than one year continue to be among the most likely to ‘agree’ or ‘strongly agree’ (72.8%; 73.0% in 2012; 77.5% in 2011; 69.6% in 2010; 73.3% in 2009; 64.7% in 2008). Responses also vary by type of occupation. Employees in ‘Administrative Support’ remain among the most likely to agree (74.6%; 78.2% in 2012; 75.1% in 2011; 75.8% in 2010; 74.8% in 2009; 73.9% in 2008; 67.3% in 2006), while those in ‘Academic - Teaching/Research’ (50.5%; 56.1% in 2012; 54.6% in 2011; 48.9% in 2010; 45.6% in 2009; 50.9% in 2008; 48.5% in 2006) remain among the least likely to agree. Disabled employees are also among the least likely to agree with the statement (40.6%).

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Question 6

“I get a real sense of achievement from my work.”

80% 70% 60% U of S 2009

50%

U of S 2010

40% 30%

U of S 2011

20%

U of S 2012

10%

U of S 2013


•

•

• •

disagree

neutral

agree

strongly agree

There were 1,685 responses to this question for a response rate of 99.9%, compared to 1,860 (99.6%) in 2012; 1,687 (99.8%) in 2011; 1,798 (99.4%) in 2010; 1,303 (99.5%) in 2009; 1,554 (99.4%) in 2008; and 1,525 (96.5%) in 2006. Three-quarters of employees (74.5% combined) agree that they get a real sense of achievement from their work (74.1% in 2012; 75.9% in 2011; 72.2% in 2010; 71.8% in 2009; 68.5% in 2008; 64.8% in 2006; and 68.0% in 2005). Agreement is consistent across most demographic groups. Visible minorities are among the most likely to agree with the statement (85.5%).

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Question 7

“At work, I have the opportunity to do what I do best every day.”

80% 70% 60% 50%

U of S 2009

40%

U of S 2010

30%

U of S 2011

20%

U of S 2012

10%

U of S 2013


•

•

• •

•

disagree

neutral

agree

strongly agree

There were 1,680 responses to this question for a response rate of 99.6% (compared with 1,861 (99.7%) in 2012; 1,678 (99.3%) in 2011; 1,790 (99.0%) in 2010; 1,302 (99.5%) in 2009; 1,555 (99.5%) in 2008; and 1,524 (96.4%) in 2006). Over three-fifths of respondents (63.6% combined) agree that they have the opportunity at work to do what they do best every day (compared to 64.1% in 2012; 65.2% in 2011; 61.4% in 2010; 62.4% in 2009; 56.1% in 2008; 49.9%in 2006 and 47.8% in 2005). The age gap has closed this year, with no significant differences between age cohorts. Visible minorities remain among the most likely to agree with the statement (78.5%; 75.5% in 2012), which disabled employees are among the least likely to agree (46.9%). Agreement also remains higher among ‘Administrators’ (74.2%; 71.6% in 2012).

16


Question 8

“In the last seven days, I have received recognition or praise for doing good work.”

80% 70% 60% 50%

U of S 2009

40%

U of S 2010

30%

U of S 2011

20%

U of S 2012

10%

U of S 2013


•

•

•

•

• •

•

disagree

neutral

agree

strongly agree

There were 1,682 responses to this question for a response rate of 99.7% (compared with 1,855 (99.4%) in 2012; 1,681 (99.5%) in 2011; 1,792 (99.1%) in 2010; 1,301 (99.4%) in 2009; 1,552 (99.3%) in 2008; and 1,521 (96.2%) in 2006). The proportion of respondents who ‘agree’ and 'strongly agree' has increased again this year and currently stands at 50.6% (compared to 49.0% in 2012; 47.8% in 2011; 46.0% in 2010; 46.7% in 2009; 45.8% in 2008; 41.2% in 2006; and 42.6% in 2005). The longer an employee has worked at the University, the less likely they are to agree with this statement: 66.5% of employees with less than one year of service (63.8% in 2012; 62.8% in 2011; 56.0% in 2010) versus 44.2% of those with more than 10 years (42.5% in 2012; 41.4% in 2011; 40.9% in 2010). Similarly, agreement is higher among younger employees (62.7% of those under 30; 63.8% in 2012; 55.0% in 2011; 55.0% in 2010) than their older counterparts (41.5% among employees over 60; 44.9% in 2012; 44.3% in 2011; 44.3% in 2010). Female employees (53.4%; 53.5% in 2012) are also more likely to agree than male employees (47.1%; 43.5% in 2012). ‘Administrators’ (69.1%; 61.1% in 2012; 59.1% in 2011; 60.6% in 2010; 65.8% in 2009; 58.0% in 2008; 42.2% in 2006) and ‘Managerial’ employees (63.1%) are currently among the most likely to agree, while those in ‘Teaching’ (32.7%) and ‘Academic Teaching/Research’ (38.2%) are among the least likely to agree. Aboriginal employees (64.3%) and members of the LGBT2Q community (61.1%) are also among the most likely to agree with the statement.

17


Question 9

“My supervisor, or someone at work, seems to care about me as a person.”

80% 70% 60% 50%

U of S 2009

40%

U of S 2010

30%

U of S 2011

20%

U of S 2012

10%

U of S 2013


•

•

•

•

•

•

disagree

neutral

agree

strongly agree

There were 1,680 responses to this question for a response rate of 99.6%, compared with 1,857 (99.5%) in 2012; 1,681 (99.5%) in 2011; 1,797 (99.4%) in 2010; 1,302 (99.5%) in 2009; 1,553 (99.4%) in 2008; and 1,522 (96.3%) in 2006. More than three-quarters of respondents continue to ‘agree’ or ‘strongly agree’ that someone at work seems to care about them as a person (78.5% combined; compared to 78.8% in 2012; 78.9% in 2011; 75.7% in 2010; 75.3% in 2009; 77.5% in 2008; 69.3% in 2006 and 72.9% in 2005). The younger an employee is, the more likely they are to agree overall, with 90.7% of employees less than 30 years of age agreeing (90.3% in 2012; 86.0% in 2011; 81.9% in 2010; 84.1% in 2009), declining to 70.8% among employees over the age of 60 (76.3% in 2012; 75.5% in 2011; 65.6% in 2010; 57.9% in 2009). A similar ‘declining agreement’ trend emerges when segregating by length of employment at the University. Employees with less than one year of service are the most likely to ‘agree’ or ‘strongly agree’ (86.7%; 85.6% in 2012; 87.6% in 2011; 86.3% in 2010; 83.2% in 2009), with agreement declining to 73.7% among those with more than 10 years at the University (75.4% in 2012; 74.5% in 2011; 73.1% in 2010). The gender gap has closed this year, with no significant difference between agreement levels among female and male employees. In past years, females have been more likely to agree overall (80.7%; 81.6% in 2011; 78.5% in 2010; 78.9% in 2009; 79.6% in 2008, 76.1% in 2006) compared to males (76.5%; 76.3% in 2011; 71.8% in 2010; 70.6% in 2009; 73.8% in 2008, 66.8% in 2006). ‘Managerial’ employees (88.3%; 86.8% in 2012) remain among the most likely to agree, while ‘Teaching’ employees are currently among the least likely to agree (63.7%). 18


Question 10

“There is someone at work who encourages my development.”

80% 70% 60% 50%

U of S 2009

40%

U of S 2010

30%

U of S 2011

20%

U of S 2012

10%

U of S 2013


•

•

•

•

•

•

•

disagree

neutral

agree

strongly agree

There were 1,679 responses to this question for a response rate of 99.5%, compared to 1,861 (99.7%) in 2012; 1,689 (99.9%) in 2011; 1,794 (99.2%) in 2010; 1,305 (99.7%) in 2009; 1,552 (99.3%) in 2008; and 1,528 (96.6%) in 2006. Overall, 64.2% ‘agree’ or ‘strongly agree’ that someone at work encourages their development (64.4% in 2012; 62.5% in 2011; 62.1% in 2010; 63.1% in 2009; 65.0% in 2008; 57.1% in 2006 and 60.3% in 2005). Female employees remain slightly more likely to agree with this statement (66.0%; 68.1% in 2012; 68.8% in 2011; 63.6% in 2010; 65.4% in 2009; 67.4% in 2008, 62.4% in 2006; 62.2% in 2005) than male employees (61.6%; 59.8% in 2012; 61.0% in 2011; 59.7% in 2010; 60.2% in 2009; 60.8% in 2008; 54.9% in 2006; 58.1% in 2005). Overall agreement continues to decline with age, with employees under the age of 30 reporting the highest levels of agreement at 79.2% (78.8% in 2012; 76.6% in 2011; 77.1% in 2010; 79.0% in 2009), declining to 56.1% among employees over the age of 50 (57.6% in 2012). Similarly, overall agreement declines with length of service: employees who have worked at the University for less than one year are considerably more likely to ‘agree’ or ‘strongly agree’ (77.8%; 78.2% in 2012; 82.9% in 2011; 79.2% in 2010; 73.3% in 2009; 73.2% in 2008) compared to those with more than 20 years of service (52.5%; 52.9% in 2012; 52.5% in 2011; 53.3% in 2010). Responses vary by occupation, with highest agreement coming from ‘Managerial’ employees (77.5%; 73.0% in 2012) and ‘Administrators’ (74.2%; 77.9% in 2012; 76.1% in 2011; 71.8% in 2010; 76.3% in 2009; 74.7% in 2008; 56.9% in 2006). Conversely, ‘Teaching’ (47.8%; 45.2% in 2012) and ‘Technical’ (54.3%; 44.9% in 2012) employees remain among the least likely to ‘agree’ or ‘strongly agree’. Visible minorities (72.6%) and members of the LGBT2Q community (75.0%) are also among the most likely to agree with the statement.

19


Question 11

“My opinions seem to count.”

80% 70% 60% 50%

U of S 2009

40%

U of S 2010

30%

U of S 2011

20%

U of S 2012

10%

U of S 2013


•

•

•

•

•

disagree

neutral

agree

strongly agree

There were 1,677 responses to this question for a response rate of 99.4%, compared with 1,857 (99.5%) in 2012; 1,689 (99.9%) in 2011; 1,794 responses (99.2%) in 2010; 1,300 responses (99.3%) in 2009; 1,552 (99.3%) in 2008; and 1,527 (96.6%) in 2006. Combined agreement has held steady, with 66.7% saying they ‘agree’ or ‘strongly agree’ that their opinions seem to count (compared to 66.9% in 2012; 69.1% in 2011; 64.4% in 2010; 64.9% in 2009; 64.1% in 2008; 56.7% in 2006; and 60.3% in 2005). Overall agreement continues to decline with length of service: employees in their first year at the University are the most likely to ‘agree’ or ‘strongly agree’ (76.6%; 82.2% in 2011; 75.6% in 2010; 81.7% in 2009; 70.5% in 2008), while agreement drops off once employees have been with the University for more than 5 years (65.9%; 65.4% in 2011; 62.0% in 2010). Responses also vary for different occupation categories, with ‘Administrators’ (87.6%; 81.1% in 2012; 81.8% in 2011; 78.9% in 2010; 84.2% in 2009; 80.5% in 2008; 76.5% in 2006) and ‘Managerial’ employees (74.6%; 80.5% in 2012; 45.7% in 2011; 77.9% in 2010; 80.4% in 2009) among the most likely to ‘agree’ or ‘strongly agree’. Meanwhile, ‘Teaching’ employees (46.0%; 42.9% in 2012) remain among the least likely to agree. Members of the LGBT2Q community are also among the most likely to agree with the statement (77.8%), while those who are disabled are among the least likely to agree (40.6%).

20


Question 12

“The purpose of the University and/or my work unit makes me feel my job is important.”

80% 70% 60% 50%

U of S 2009

40%

U of S 2010

30%

U of S 2011

20%

U of S 2012

10%

U of S 2013


•

•

•

•

•

disagree

neutral

agree

strongly agree

There were 1,681 responses to this question for a response rate of 99.6%, compared to 1,859 (99.6%) in 2012; 1,687 (99.8%) in 2011; 1,790 (99.0%) in 2010; 1,298 (99.2%) in 2009; 1,553 (99.4%) in 2008; and 1,524 (96.4%) in 2006. Combined agreement dropped again slightly to 72.3% (from 73.9% in 2012 and 74.9% in 2011), but remains higher than amounts seen in years prior to 2011 (70.9% in 2010; 71.7% in 2009; 65.6% in 2008; 60.2% in 2006; and 60.4% in 2005). A correlation continues to exist between agreement and length of service at the University. Employees with less than one year at the University are the most likely to ‘agree’ or ‘strongly agree’ (81.6%; 81.0% in 2012; 86.0% in 2011; 81.0% in 2010; 80.1% in 2009), while agreement declines to 68.3% among employees with more than 10 years of service (71.3% in 2012; 70.9% in 2011; 68.2% in 2010). Responses also vary by type of occupation, with ‘Administrators’ (89.7%; 86.3% in 2012; 85.2% in 2011; 87.3% in 2010; 88.0% in 2009; 85.1% in 2008, 86.3% in 2006) and ‘Managerial’ employees (84.7%; 81.8% in 2012) among the most likely to ‘agree’ or ‘strongly agree’. Disabled employees are among the least likely to agree with the statement (56.3%).

21


Question 13

“My co-workers are committed to doing quality work.”

80% 70% 60% 50%

U of S 2009

40%

U of S 2010

30%

U of S 2011

20%

U of S 2012

10%

U of S 2013


•

•

•

disagree

neutral

agree

strongly agree

There were 1,680 responses to this question for a response rate of 99.6%, compared to 1,860 responses (99.6%) in 2012; 1,685 (99.7%) in 2011; 1,797 (99.4%) in 2010; 1,304 (99.6%) in 2009; 1,548 (99.0%) in 2008; and 1,526 (96.5%) in 2006. Four-fifths of respondents (80.9%) continue to ‘agree’ or ‘strongly agree’ that their co-workers are committed to doing quality work (79.7% in 2012; 79.7% in 2011; 77.2% in 2010; 77.5% in 2009; 74.3% in 2008; 69.9% in 2006; and 75.2% in 2005). Responses continue to vary by occupation type, with ‘Administrators’ (88.7%; 85.3% in 2012; 87.5% in 2011; 85.9% in 2010; 85.6% in 2009; 84.9% in 2008; 84.3% in 2006) among the most likely to ‘agree’ or ‘strongly agree’. By comparison, employees in ‘Operations Support’ are among the least likely to agree (71.9%).

22


Question 14

“I have a best friend or close colleague at work.”

80% 70% 60% 50%

U of S 2009

40%

U of S 2010

30%

U of S 2011

20%

U of S 2012

10%

U of S 2013


•

•

•

• •

disagree

neutral

agree

strongly agree

There were 1,676 responses to this question for a response rate of 99.3% (compared with 1,858 responses (99.5%) in 2012; 1,685 (99.7%) in 2011; 1,796 (99.3%) in 2010; 1,304 (99.2%) in 2009; 1,551 (99.2%) in 2008; and 1,530 (96.5%) in 2006). Close to three-quarters of respondents (74.1%) ‘agree’ or ‘strongly agree’ that they have a best friend or close colleague at work (compared to 75.0% in 2012; 74.7% in 2011; 72.1% in 2010; 71.0% in 2009; 55.1% in 2008; 52.9% in 2006 and 55.5% in 2005). The gender gap still exists, with female employees remaining more likely to ‘agree’ or ‘strongly agree’ (77.0%; 77.6% in 2012; 78.6% in 2011; 76.2% in 2010; 74.9% in 2009; 58.5% in 2008, 58.2% in 2006) compared to male employees (70.1%; 71.8% in 2012; 67.7% in 2011; 66.2% in 2010; 65.6% in 2009; 49.1% in 2008; 49.3% in 2006). Not surprisingly, new hires who have worked at the University for less than one year are among the least likely to agree with this statement (63.3%; 59.8% in 2012). ‘Teaching’ employees are also among the least likely to agree (61.9%).

23


Question 15

“In the last six months, someone at work has talked to me about my progress.”

80% 70% 60% 50% 40%

U of S 2009

30%

U of S 2010

20%

U of S 2011

10%

U of S 2012 U of S 2013


•

•

•

•

•

•

disagree

neutral

agree

strongly agree

There were 1,680 responses to this question for a response rate of 99.6%. In 2012 there were 1,855 responses for a response rate of 99.4%; 1,684 responses and 99.6% in 2011; 1,795 responses and 99.3% in 2010; 1,305 responses and 99.7% in 2009; 1,553 and 99.4% in 2008; and 1,525 and 96.5% in 2006). Overall agreement currently stands at 57.6% (compared to 58.8% in 2012; 58.3% in 2011; 56.4% in 2010; 56.0% in 2009; 55.1% in 2008; 50.6% in 2006 and 54.9% in 2005). The younger an employee is, the more likely they are to agree with this statement. Combined agreement among employees under 30 years of age is 71.5% (66.0% in 2012; 60.2% in 2011; 67.1% in 2010; 61.8% in 2009), and drops to 40.0% among employees over the age of 60 (47.5% in 2012; 49.1% in 2011; 44.8% in 2010; 42.4% in 2009; 45.9% in 2008; 29.6% in 2006). Similarly, combined agreement declines with length of service. Employees who have worked at the University for less than one year are the most likely to agree (69.0%), while those with more than 20 years of service remain the least likely to agree (47.5%; 47.4% in 2012; 42.8% in 2011; 42.4% in 2010; 41.9% in 2009; 44.8% in 2008). Responses vary by type of occupation, with ‘Administrators’ (73.2%; 77.9% in 2012; 71.6% in 2011; 77.5% in 2010; 72.3% in 2009) among the most likely to ‘agree’ or ‘strongly agree’. By comparison, ‘Teaching’ (41.6%) and ‘Technical’ (42.9%) employees are among the last likely to agree. Disabled employees are also among the least likely to agree with the statement (43.8%).

24


Question 16

“This last year, I had opportunities at work to learn and grow.”

80% 70% 60% 50% U of S 2009

40%

U of S 2010

30%

U of S 2011

20%

U of S 2012

10%

U of S 2013


•

•

•

•

•

disagree

neutral

agree

strongly agree

There were 1,675 responses to this question for a response rate of 99.3% (compared to 1,856 (99.4%) in 2012; 1,686 (99.8%) in 2011; 1,793 (99.2%) in 2010; 1,305 (99.7%) in 2009; 1,553 (99.4%) in 2008; and 1,526 (96.5%) in 2006). Nearly three-quarters of respondents (74.3%) ‘agree’ or ‘strongly agree’ that they had opportunities at work to learn and grow in the past year (compared to 73.5% in 2012; 73.9% in 2011; 71.4% in 2010; 71.7% in 2009; 69.1% in 2008; 65.6% in 2006; and 69.3% in 2005). Combined agreement continues to decline with age. Employees less than 30 years of age are more likely to agree (83.9%; 80.2% in 2012), with agreement dropping to 70.5% among employees 50 years of age and over (68.8% in 2012). Agreement also continues to vary by occupation type, with ‘Administrators’ (87.6%; 83.2% in 2012; 84.1% in 2011; 84.5% in 2010; 89.4 in 2009; 80.9% in 2008; 77.5% in 2006) and ‘Managerial’ employees (83.8%; 86.8% in 2012) reporting the highest levels of overall agreement. Meanwhile, ‘Technical’ employees (60.0%) are among the least likely to agree. Members of the LGBT2Q community are also among the most likely to agree with the statement (91.7%), while disabled employees are among the least likely to agree (62.5%).

25


Question 17

“I see how my work aligns with my unit's multi-year plan.”

80% 70%

U of S 2010

60%

U of S 2011

50%

U of S 2012

40%

U of S 2013

30% 20% 10% 0%

• •

•

•

•

•

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree

I am not aware of my unit's multiyear plan.

This question was added in 2010 to gather information requested by unit leaders. There were 1,676 responses to this question this year, for a response rate of 99.3% (compared to 1,858 respondents (99.5%) in 2012; 1,687 (99.8%) in 2011; and 1,796 (99.3%) in 2010). The majority of respondents (57.9%) 'agree' or 'strongly agree' that they see how their work aligns with their unit's multi-year plan (compared to 57.8% in 2012; 59.5% in 2011; and 54.4% in 2010). By comparison, a declining proportion (8.8%) currently say they are not aware of their unit’s multi-year plan (down from 12.9% in 2012; 10.4% in 2011; and 14.6% in 2010). ‘Administrators’ (86.6%; 70.5% in 2012; 83.0% in 2011; 78.9% in 2010) and ‘Managerial’ employees (82.0%; 77.4% in 2012) are among the most likely to agree with this statement, while ‘Teaching’ (31.9%; 38.1% in 2012) and ‘Technical’ (45.7%) employees are conversely among the least likely to agree. Disabled employees (43.8%) and members of the LGBT2Q community (47.2%) are also among the least likely to agree with this statement.

26


Question 18

“Please identify one or more of the following which may be a barrier to you being fully engaged and successful at work.” U of S 2009

50%

U of S 2010 U of S 2011

40%

U of S 2012 U of S 2013

30%

20%

10%

0%

• •

•

•

In 2010, we added an option for 'none of the above' as a possible response to this question. There were 2,871 responses to this question with the addition of the 'none of the above' option (sum of all thirteen sub-questions). Excluding those who responded 'none of the above', there were 2,444 responses compared to 2,889 in 2012; 2,470 in 2011; 2,731 in 2010; 2,166 in 2009; 2,716 in 2008; and 3,007 in 2006. The response rate ranges for each of the sub-questions. This year, the response rate ranges from 3.6% to 34.4%. This compares to 2.9% to 33.3% in 2012; 2.9% to 34.4% in 2011; 2.9% to 35.6% in 2010; 4.3% to 37.4% in 2009; 5.3% to 36.3% in 2008; and 4.6% to 39.9% in 2006. The most frequently noted barrier continues to be ‘work volume’ with 34.4% of respondents selecting it as a barrier to being fully engaged and successful at

27


•

•

•

• •

•

•

work (compared to 33.3% in 2012; 34.4% in 2011; 35.6% in 2010; 37.4% in 2009: 36.3% in 2008; 39.9% in 2006; and 33.5% in 2005). The next three most frequently selected issues are selected by 13.8% to 23.2% of respondents. These three issues have regularly been in the list of top four barriers, and have had the same order of rankings since 2010. o ‘Leadership’ remains the second most frequently identified barrier, with 23.2% of respondents selecting it (compared to 22.7% in 2012; 21.9% in 2011; 23.3% in 2010; 25.1% in 2009; 25.1% in 2008; 25.4% in 2006; and 23.4% in 2005). o ‘Conflict in the workplace’ follows with 15.1% (compared with 16.9% in 2012; 17.5% in 2011; 19.2% in 2010; 20.9% in 2009; 26.1% in 2008; 25.6% in 2006; and 23.6% in 2005). o ‘Workplace relationships’ is fourth at 13.8% (15.1% in 2012; 16.0% in 2011; 18.1% in 2010; 21.0% in 2009; 22.3% in 2008; 22.8% in 2006; and 22.1% in 2005). The remaining issues are reported by fewer than 10% of respondents: o ‘Family Care’ is reported as an issue for 8.4% of respondents (6.5% in 2012; 6.1% in 2011; 6.6% in 2010; 8.6% in 2009; 9.6% in 2008; 10.0% in 2006; 10.2% in 2005). o ‘Daycare’ is identified by 8.4% of respondents (7.1% in 2012; 7.9% in 2011; 6.4% in 2010; 6.1% in 2009; 11.1% in 2008; 10.8% in 2006; 10.7% in 2005). o ‘Health Issues’ is selected by 8.2% of respondents (9.3% in 2012; 9.6% in 2011; 9.1% in 2010; 8.8% in 2009; 12.1% in 2008; 13.7% in both 2006 and 2005). o ‘Family Issues’ is reported by 6.8% of respondents (7.6% in 2012; 8.5% in 2011; 9.1% in 2010; 8.9% in 2009; 12.7% in 2008; 12.1% in 2006; and 11.1% in 2005). o ‘Ability to Cope with Change’ is identified by 5.2% of respondents (2.9% in 2012; 2.9% in 2011; 4.0% in 2010; 4.3% in 2009; 5.3% in 2008; 4.6% in 2006; 5.3% in 2005). o ‘Personal Resiliency’ is reported by 5.0% of respondents (4.8% in 2012; 5.4% in 2011; 4.7% in 2010; 6.1% in 2009; 6.7% in 2008; 5.4% in 2006; 5.2% in 2005). o ‘Elder Care’ is reported as a barrier by 3.6% of respondents (3.7% in 2102; 4.1% in 2011; 2.9% in 2010; 4.5% in 2009; 6.4% in 2008; 6.9% in 2006; and 8.1% in 2005. One-quarter of respondents (25.3%) note there are no barriers to them from being fully engaged and successful at work (25.1% in 2012; 24.5% in 2011; 23.1% in 2010). Women are more likely than men to select ‘health issues’, while men are more likely than women to select ‘leadership’. Members of visible minority groups are more likely than the University average to select ‘none’, and less likely than the University average to select ‘leadership’ and ‘work volume’. Employees with a disability remain considerably more likely than the University average to cite ‘health issues’. They are also more likely to mention ‘conflict in the workplace’, ‘work volume’, ‘leadership’ and ‘personal resiliency’. Aboriginal employees are more likely than the University average to cite ‘work volume’. Conversely, they are less likely than the University average to mention ‘leadership’ and ‘conflict in the workplace’. 28

2013 Employee Opinion Survey Aggregate Report •

Members of the LGBT2Q community are more likely than the University average to mention ‘workplace relationships’, ‘personal resiliency’ and ‘work volume’, but less likely than the average to choose ‘daycare’.

Question 19 Other Barriers Respondents were asked to identify any other barriers to being fully engaged and successful at work16. There were 406 open ended comments (compared to 373 in 2012; 362 in 2011; 406 in 2010; 313 in 2009; 371 in 2008; 267 in 2006; and 182 in 2005). The unedited responses are provided in Appendix 4.

Values/Work Environment/Work Unit Specific In this section, there are eight questions designed to assess perceptions of workplace culture at the work unit level.

Question 20

“In my work unit we are honest, supportive and sensitive in our communications.”

80% 70% 60%

U of S 2009

50%

U of S 2010

40%

U of S 2011

30%

U of S 2012

20%

U of S 2013

10% 0% strongly disagree

•

•

•

16

disagree

neutral

agree

strongly agree

There were 1,681 responses to this question for a response rate of 99.6% (compared with 1,857 (99.5%) in 2012; 1,687 (99.8%) in 2011; 1,795 (99.3%) in 2010; 1,303 (99.5%) in 2009; 1,554 (99.3%) in 2008; and 1,524 (96.4%) in 2006. Seven-in-ten respondents (70.2%) continue to ‘agree’ or ‘strongly agree’ (compared to 69.1% in 2012; 68.7% in 2011; 66.9% in 2010; 64.5% in 2009; 65.2% in 2008; 57.6% in 2006; and 57.5% in 2005). Agreement drops with amount of service at the University. Employees who have worked at the University for less than one year are the most likely to agree

While this was part of question 18, technical requirements made this question number 19. 29


•

(81.6%; 82.2% in 2012; 83.7% in 2011; 76.2% in 2010; 75.4% in 2009), while those with more than 10 years of service are the least likely to agree (67.2%; 67.2% in 2012; 65.0% in 2011; 64.4% in 2010). Segregating by occupation type reveals that ‘Managerial’ employees (86.5%; 78.0% in 2012) and ‘Administrators’ (82.5%) are the most likely to ‘agree’ or ‘strongly agree’, while employees in ‘Teaching’ are among the least likely to agree (54.9%).

Question 21

“In my work unit we respect and value individual and cultural differences.”

80% 70% 60% 50%

U of S 2009

40%

U of S 2010

30%

U of S 2011

20%

U of S 2012

10%

U of S 2013


•

•

•

disagree

neutral

agree

strongly agree

There were 1,684 responses to this question for a response rate of 99.6% (compared with 1,860 (99.6%) in 2012; 1,683 (99.6%) in 2011; 1,795 (99.3%) in 2010; 1,303 (99.5%) in 2009; 1,552 (99.3%) in 2008; and 1,523 (96.3%) in 2006. A similar number of respondents ‘agree’ or ‘strongly agree’ that we respect and value individual and cultural differences compared to last year (83.3%; 81.9% in 2012; compared with 81.8% in 2011; 79.9% in 2010; 77.6% in 2009; 76.3% in 2008; 69.0% in 2006; and 70.8% in 2005). ‘Administrators’ remain the most likely to agree (92.8%; 94.7% in 2012; 93.2% in 2011; 90.1% in 2010; 90.7% in 2009), while ‘Teaching’ employees are among the least likely to agree (73.5%).

30


Question 22

“In my work unit we support innovation, creativity and risk-taking.”

80% 70% 60%

U of S 2009

50%

U of S 2010

40%

U of S 2011

30%

U of S 2012

20%

U of S 2013


•

•

•

•

disagree

neutral

agree

strongly agree

There were 1,679 responses to this question for a response rate of 99.5% (compared to 1,860 (99.6%) in 2012; 1,685 (99.7%) in 2011; 1,794 (99.3%) in 2010; 1,300 (99.3%) in 2009; 1,550 (99.2%) in 2008; and 1,530 (96.8%) in 2006). Over three-fifths of respondents (63.5%) continue to ‘agree’ or ‘strongly agree’ that their unit supports innovation, creativity and risk-taking (compared with 62.6% in 2012; 63.9% in 2011; 60.5% in 2010; 54.9% in 2009; 58.1% in 2008; 50.2% in 2006; and 49.0% in 2005). Levels of agreement vary when segregating by occupation type. Combined agreement is highest among ‘Administrators’ (78.4%; 73.7% in 2012; 83.0% in 2011; 74.6% in 2010; 72.4% in 2009), and ‘Managerial’ employees (75.7%; 73.0% in 2012; 48.1% in 2011; 75.9% in 2010; 71.6% in 2009; 68.6% in 2008; 55.2% in 2006). By comparison, those employed in ‘Teaching’ roles are among the least likely to agree (54.9%). Aboriginal employees (75.0%) and members of the LGBT2Q community (75.0%) are also among the most likely to agree with this statement, while disabled employees (53.1%) are among the least likely to agree.

31


Question 23

“In my work unit we learn from our failures.”

80% 70% 60% 50%

U of S 2009

40%

U of S 2010

30%

U of S 2011

20%

U of S 2012

10%

U of S 2013


•

•

•

•

•

•

disagree

neutral

agree

strongly agree

There were 1,684 responses to this question for a response rate of 99.8% (compared with 1,857 (99.5%) in 2012; 1,685 (99.7%) in 2011; 1,792 (99.1%) in 2010; 1,306 (99.8%) in 2009; 1,550 (99.2%) in 2008; and 1,525 (96.5%) in 2006. Overall, 70.1% ‘agree’ or ‘strongly agree’ that we learn from our failures (compared to 71.1% in 2012; 70.2% in 2011; 69.8% in 2010; 65.5% in 2009; 67.3% in 2008; 60.0% in 2006; 62.6% in 2005). Agreement continues to decline with age, with employees under the age of 30 being the most likely to ‘agree’ or ‘strongly agree’ (79.8%; compared to 82.6% in 2012; 82.7% in 2011; 81.4% in 2010; and 73.9% in 2009). Similarly, agreement declines with length of service at the University. Employees with less than one year of service are the most likely to agree (81.6%; compared to 78.7% in 2012; 80.6% in 2011; 81.0% in 2010; 74.8% in 2009; and 77.9% in 2008), while agreement drops off to 66.5% among those who have worked at the University for more than 5 years (69.4% in 2012; 66.7% in 2011; and 67.8% in 2010). Responses continue to vary by occupational type. ‘Administrators’ (83.5%) are among the most likely to ‘agree’ or ‘strongly agree’, while those in ‘Academic Teaching/Research’ (53.3%; 55.8% in 2012; 53.0% in 2011; 50.3% in 2010; 44.1% in 2009; 55.4% in 2008; 50.3% in 2006) and ‘Teaching’ (54.9%; 56.0% in 2012) roles are among the least likely to agree. Disabled employees are also among the least likely to agree with the statement (59.4%).

32


Question 24

“In my work unit we celebrate our successes.”

80% 70% 60% 50%

U of S 2009

40%

U of S 2010

30%

U of S 2011

20%

U of S 2012

10%

U of S 2013


•

•

•

•

•

disagree

neutral

agree

strongly agree

There were 1,684 responses to this question for a response rate of 99.8% (compared with 1,859 (99.6%) in 2012; 1,685 (99.7%) in 2011; 1,793 (99.2%) in 2010; 1,306 (99.8%) in 2009; 1,546 (98.9%) in 2008; and 1,522 (96.3%) in 2006). Three-in-five respondents (62.7%) continue to ‘agree’ or ‘strongly agree’ that their work unit celebrates its successes (compared to 61.5% in 2012; 61.3% in 2011; 59.2% in 2010; 62.4% in 2009; 63.6% in 2008; 58.9% in 2006; and 63.0% in 2005). Combined agreement continues to decline with length of service. Employees who have worked at the University for less than one year are the most likely to ‘agree’ or ‘strongly agree’ (78.5%; compared to 70.7% in 2012; 75.2% in 2011; 67.3% in 2010; 74.1% in 2009; 72.3% in 2008), while those with more than 20 years of service are among the least likely to agree (65.2%). Responses vary by occupation type as well, with those in ‘Administrator’ (77.3%; 75.8% in 2012; 72.7% in 2011; 67.6% in 2010; 76.3% in 2009; 70.8% in 2008; 71.0% in 2006) and ‘Managerial’ (73.9%) positions among the most likely to agree overall. By comparison, those in ‘Teaching’ (49.6%) and ‘Operations Support’ (50.6%) roles are currently among the least likely to agree. Disabled employees are also among the least likely to agree with the statement (50.0%).

33


Question 25

“In my work unit we are fair and forthright in our dealings.”

80% 70% 60% 50%

U of S 2009

40%

U of S 2010

30%

U of S 2011

20%

U of S 2012

10%

U of S 2013


•

•

• •

•

•

•

disagree

neutral

agree

strongly agree

There were 1,681 responses to this question for a response rate of 99.6% (compared to 1,858 (99.5%) in 2012; 1,687 (99.8%) in 2011; 1,792 (99.1%) in 2010; 1,303 (99.5%) in 2009; 1,518 (96.0%) in 2008). More than two-thirds of respondents (68.5%) ‘agree’ or ‘strongly agree’ that we are fair and forthright in our dealings (compared to 66.7% in 2012; 67.1% in 2011; 64.2% in 2010; 59.6% in 2009; 61.1% in 2008; 55.6% in 2006 and 54.4% in 2005). Males are more likely to agree than females (73.2% versus 66.0%). Agreement drops off with age. Employees under 30 years of age are among the most likely to ‘agree’ or ‘strongly agree’ (75.6%; 75.8% in 2012; 76.0% in 2011; 70.0% in 2010), while agreement declines to 66.3% among employees 50 and over (63.5% in 2012; 63.5% in 2011). Similarly, agreement declines with length of service. Employees who have worked at the University for less than one year are the most likely to ‘agree’ or ‘strongly agree’ (81.0%; 77.0% in 2012; 84.5% in 2011; 78.0% in 2010; 71.7% in 2009; 75.4% in 2008), while those with more than 10 years of service are the least likely to agree (64.7%; 64.4% in 2012; 63.2% in 2011; 59.9% in 2010). Responses also vary by type of occupation, with ‘Information Technology’ (83.1%; 73.7% in 2012; 83.2% in 2011) and ‘Administrator’ (82.5%; 72.6% in 2012; 81.8% in 2011; 74.6% in 2010; 82.9% in 2009; 77.5% in 2008; 75.2% in 2006) employees responding with the highest levels of agreement. Comparatively, employees in ‘Teaching’ (56.6%) and ‘Academic Teaching/Research’ (59.9%) are among the least likely to agree. Aboriginal employees (82.1%) and members of the LGBT2Q community (80.6%) are also among the most likely to agree, while disabled employees are among the least likely to agree (46.9%).

34


Question 26

“In my work unit we confront problems and issues openly and directly.”

80% 70% 60%

U of S 2009

50%

U of S 2010

40%

U of S 2011

30%

U of S 2012

20%

U of S 2013


•

•

• •

•

•

disagree

neutral

agree

strongly agree

There were 1,681 responses to this question for a response rate of 99.6% (compared with 1,860 (99.6%) in 2012; 1,685 (99.7%) in 2011; 1,795 (99.3%) in 2010; 1,302 (99.5%) in 2009; 1,547 (99.0%) in 2008; 1,521 (96.2%) in 2006). One-in-two respondents (52.3%) continue to ‘agree’ or ‘strongly agree’ that their unit confronts problems and issues openly and directly (compared with 52.7% in 2012; 52.2% in 2011; 48.2% in 2010; 45.7% in 2009; 46.4% in 2008; 38.9% in 2006; 41.8% in 2005). Male employees are more likely than their female counterparts to agree with the statement (57.2% versus 49.5%). Employees who have worked at the University less than one year are the most likely to ‘agree’ or ‘strongly agree’ (69.0%; 70.7% in 2012; 68.2% in 2011; 61.3% in 2010; 54.4% in 2009; 61.4% in 2008). Agreement drops sharply to 50.9% beyond one year of service (51.3% in 2012). Agreement levels differ when segregating by occupation type, with the highest levels among employees in ‘Administrator’ (68.0%; 61.1% in 2012; 64.8% in 2011; 64.8% in 2010; 64.0% in 2009; 55.1% in 2008; 50.0% in 2006) and ‘Managerial’ (67.6%; 64.8% in 2012; 40.7% in 2011) roles. Agreement levels are considerably lower among ‘Teaching’ employees (39.8%; 38.1% in 2012). Members of the LGBT2Q community (66.7%) and aboriginal employees (62.5%) are also among the most likely to agree with the statement, while disabled employees (34.4%) are among the least likely to agree.

35


Question 27

“In my work unit we cultivate an environment of collegiality and trust.”

80% 70% 60% 50% U of S 2009

40%

U of S 2010

30%

U of S 2011

`

20%

U of S 2012

10%

U of S 2013


•

•

• •

•

•

•

disagree

neutral

agree

strongly agree

There were 1,684 responses to this question for a response rate of 99.8% (compared to 1,859 (99.6%) in 2012; 1,687 (99.8%) in 2011; 1,792 (99.1%) in 2010; 1,301 (99.4%) in 2009; 1,547 (99.0%) in 2008; 1,517 (96.0%) in 2006). Three-fifths of respondents (62.2%) continue to ‘agree’ or ‘strongly agree’ that their unit cultivates an environment of collegiality and trust (compared with 61.9% in 2012; 61.3% in 2011; 58.4% in 2010; 50.6% in 2009; 53.3% in 2008; 46.2% in 2006; and 47.5% in 2005). Male employees are slightly more likely than their female counterparts to agree with the statement (65.8% versus 60.4%). Overall agreement continues to decline with age. Employees under 30 years of age are the most likely to ‘agree’ or ‘strongly agree’ (72.6%; 73.5% in 2012; 71.3% in 2011), while agreement drops to 60.5% among employees 50 years of age and over (59.8% in 2012; 57.8% in 2011). Agreement also declines with length of service. Employees who have worked at the University for less than one year are the most likely to ‘agree’ or ‘strongly agree’ (75.9%; 75.3% in 2012; 76.7% in 2011; 74.4% in 2010; 58.8% in 2009; 65.9% in 2008), while agreement drops to 58.1% among employees with more than 5 years of service (58.0% in 2012). Employees in ‘Administrator’ (81.4%; 70.5% in 2012; 76.1% in 2011; 71.8% in 2010; 71.1% in 2009; 68.5% in 2008) and ‘Managerial’ (77.5%; 69.2% in 2012; 49.4% in 2011) roles are among the most likely to agree, while employees in ‘Teaching’ (46.0%) and ‘Operations Support’ (51.7%) are among the least likely to agree. Members of the LGBT2Q community (72.2%) are also among the most likely to agree with the statement, while disabled employees (50.0%) are among the least likely to agree. 36


The Equity/Diversity Quotient There are four questions in this section which are designed to measure employee perceptions of fairness or equity, and their perceptions of the extent to which diversity is appreciated and valued in the workplace.

Question 28

“I am aware of the goals and principles of the University's diversity strategies.”

80% 70% 60% 50%

U of S 2009

40%

U of S 2010

30%

U of S 2011

20%

U of S 2012

10%

U of S 2013


•

•

•

disagree

neutral

agree

strongly agree

There were 1,678 responses to this question, for a response rate of 99.5% (compared with 1,856 (99.4%) in 2012; 1,681 (99.5%) in 2011; 1,790 (99.0%) in 2010; 1,302 (99.5%) in 2009; 1,555 (97.2%) in 2008). More than two-thirds of respondents (68.7%) continue to ‘agree’ or ‘strongly agree’ that they are aware of the University’s diversity strategies (compared with 68.1% in 2012; 68.5% in 2011; 62.2% in 2010; 65.7% in 2009; 56.9% in 2008; 53.3% in 2006; and 55.3% in 2005). Combined agreement levels are highest for employees in ‘Managerial’ (81.1%; 83.0% in 2012) and ‘Administrator’ (79.4%; 83.2% in 2012; 79.5% in 2011; 76.1% in 2010; 79.0% in 2009; 73.0% in 2008; 74.5% in 2006) occupations, and are lowest for respondents in ‘Technical’ (55.2%; 48.0% in 2012) and ‘Teaching’ (55.8%) positions.

37


Question 29

“I feel the effect of a diverse workforce on the future of the University is:”

80% 70% 60% 50% 40%

U of S 2009

30%

U of S 2010

20%

U of S 2011 U of S 2012

10%

U of S 2013

0% Highly Detrimental

•

•

•

•

•

Somewhat Detrimental

neutral

Somewhat Beneficial

Highly Beneficial

This question was slightly re-written for the 2006 survey, and retained in subsequent surveys. The initial question was “I feel a more diverse workforce would be beneficial to the future of the University.” There were 1,679 responses to this question, for a response rate of 99.5% (compared to 1,855 (99.4%) in 2012; 1,682 (99.5%) in 2011; 1,789 (98.9%) in 2010; 1,304 (99.6%) in 2009; 1,553 (99.4%) in 2008; and 1539 (97.3%) in 2006). Two-thirds of respondents (67.6%) continue to say that a more diverse workforce would be ‘somewhat beneficial’ or ‘highly beneficial’ to the future of the University (compared with 66.2% in 2012; 69.3% in 2011; 70.2% in 2010; 72.4% in 2009; 76.4% in 2008; and 75.4% in 2006). Responses differ among members of different occupation groups. ‘Administrators’ are among the most likely to respond ‘highly’ or ‘somewhat’ beneficial (83.5%; 82.1% in 2012; 83.0% in 2011; 85.9% in 2010; 85.5% in 2009; 87.6% in 2008), while ‘Technical’ employees (43.8%) are among the least likely to respond in the same manner. Members of the LGBT2Q community are also among the most likely to respond ‘highly’ or ‘somewhat’ beneficial (91.7%).

38


Question 30

“Under-represented groups (women, visible minorities, persons with disabilities and Aboriginal people) are treated with respect.” **New language in 2011**

80% 70% 60% 50%

U of S 2011

40%

U of S 2012

30%

U of S 2013


•

• •

•

disagree

neutral

agree

strongly agree

The text of this question was changed for the 2011 year. For the 2005-2010 surveys, this question read "Under-represented groups (women, visible minorities, persons with disabilities and Aboriginal people) promoted into ‘supervisory’ positions are treated with respect." Given the change in text, the comparative data prior to 2011 is not statistically valid and is not presented. There were 1,677 responses to this question, for a response rate of 99.4% (compared with 1,854 (99.3%) in 2012 and 1,682 (99.5%) in 2011). Three-quarters of respondents (75.5%) continue to ‘agree’ or ‘strongly agree’ that under-represented groups are treated with respect (compared with 75.0% in 2012; and 75.3% in 2011). There were no statistical differences found when segregating by demographic groups.

39


Question 31

“I believe that the following groups have an equal opportunity for employment at the U of S (check all that apply).” 100% 80% 60% 40% 20%

U of S 2009 U of S 2010 U of S 2011 U of S 2012

0%

•

• •

U of S 2013

Responses to this question range from 68.2% (1,151; persons with a disability) to 85.7% (1,445; females). In 2012, responses ranged from 76.2% (1,423; persons with a disability) to 86.7% (1,618; females). In 2011, responses ranged from 68.2% (1,152; persons with a disability) to 85.6% (1,447; females). In 2010, the range was from 63.9% (1,155; persons with disabilities) to 80.9% (1,462; females). In 2009, responses ranged from 817 (62.4%) to 1070 (81.7%). This is slightly higher than responses in 2008 which ranged from 932 (59.6%) to 1250 (80.0%), higher than 2006 ranges of 891 (56.4%) to 1215 (76.9%). As respondents were asked to check all that apply, any response indicates some level of agreement with the statement. These results show that 14.3% to 31.8% of all respondents (13.3% to 23.8% in 2012; 14.4% to 31.8% in 2011; 19.1% to 36.1% in 2010; and 18.3% to 37.6% in 2009) think there is not equal opportunity. This varies by each group in question: o Aboriginal persons have an equal opportunity for employment at the U of S: § Overall, 78.8% believe that Aboriginal people have an equal opportunity for employment at the U of S (compared to 79.8% in 2012; 77.9% in 2011; 74.2% in 2010; 73.0% in 2009; 68.7% in 2008; and 66.0% in 2006). o Females have an equal opportunity for employment at the U of S: § Overall, 85.7% believe that females have an equal opportunity for employment at the U of S (compared to 86.7% in 2012; 85.6% in 2011; 80.9% in 2010; 81.7% in 2009; 80.0% in 2008; and 76.9% in 2006). o Males have an equal opportunity for employment at the U of S:

40

2013 Employee Opinion Survey Aggregate Report Overall, 82.2% believe that males have an equal opportunity for employment at the U of S (compared to 82.4% in 2012; 80.3% in 2011; 78.1% in 2010; 78.0% in 2009; 78.4% in 2008; and 76.7% in 2006. Members of visible minority groups have an equal opportunity for employment at the U of S: § Overall, 80.0% believe that visible minorities have an equal opportunity for employment at the U of S (compared with 81.5% in 2012; 79.0% in 2011; 77.4% in 2010; 77.5% in 2009; 75.3% in 2008; and 72.7% in 2006). Persons with disabilities have an equal opportunity for employment at the U of S: § Overall, 68.2% believe that persons with disabilities have an equal opportunity for employment at the U of S (compared with 70.5% in 2012; 68.2% in 2011; 63.9% in 2010; 62.4% in 2009; 59.6% in 2008; and 56.4% in 2006). A member of the lesbian, gay, bisexual, transgender, two-spirit and queer community (LGBT2Q) has an equal opportunity for employment at the U of S: § Overall, 75.9% of respondents believe that members of the LGBT2Q community have an equal opportunity for employment at the U of S (compared with 76.2% in 2012; and 73.0% in 2011). Female respondents are more likely than male respondents to say they believe a male has an equal opportunity for employment at the U of S (85.0% vs. 79.7%, compared to 85.4% vs. 79.4% in 2012; 83.7% vs. 76.6% in 2011; and 90.0% vs. 80.8% in 2010). Conversely, men are slightly more likely than women to say they believe a female has the same equal opportunity (90.3% vs. 83.6%, compared to 89.2% vs. 85.8% in 2012; 88.6% vs. 84.0% in 2011; and 91.9% vs. 87.8% in 2010). Half of respondents with a disability (50.0%) currently believe a person with a disability has an equal opportunity for employment at the University (compared to 62.2% in 2012; 46.4% in 2011; and 48.6% in 2010). Aboriginal people are among the least likely to believe that ‘a person from a visible minority group’ has an equal opportunity for employment at the University (64.2%, compared to 72.7% in 2012). §

o

o

o

•

•

•

41


Demographics In this section, there were six questions designed to identify and describe the respondent group. These demographic descriptors were cross-tabulated with all previous survey questions to describe variances in survey responses.

Question 32

Demographics – Gender

60%

40%

U of S 2009

20%

U of S 2010 U of S 2011 U of S 2012

0% female

•

•

•

•

male

U of S 2013

There were 1,649 responses to this question for a response rate of 97.7% (compared to 1,826 and 97.8% in 2012; 1,660 and 98.2% in 2011; 1,785 and 98.7% in 2010; 1,303 and 99.5% in 2009; 1,559 and 99.8% in 2008; and 1,521 and 96.2% in 2006). As with every prior year's survey, the majority of respondents are female (58.1%; 58.7% in 2012; 56.3% in 2011; 59.3% in 2010; 59.1% in 2009; 63.2% in 2008; 58.6% in 2006; and 63.3% in 2005). The demographic information for the entire University employee population at the time of the survey is unavailable, therefore a comparison cannot be made between participation rates on the survey and the aggregate employee group. In the 2005 survey, the University’s female population was over-represented (population was 51% female, sample was 58.6%).

42


Question 33

Demographics – Age Group

40%

30%

U of S 2009 U of S 2010

20%

U of S 2011 U of S 2012 10%

U of S 2013

0% Less than 20

•

• •

20 to 29

30 to 39

40 to 49

50 to 59

over 60

There were 1,646 responses to this question for a response rate of 97.6%. In 2012, there were 1,816 respondents for a response rate of 97.3%; 1,655 and 97.9% in 2011; 1,788 and 98.9% in 2010; 1,302 and 99.5% in 2009; 1,559 and 99.7% in 2008; and 1,522 and 96.3% in 2006. The category ‘less than 20’ was added in the 2006 survey and retained in subsequent years. Since 2006, the largest group of respondents has consistently been the 40 to 49 age group (28.4% in 2012; 30.0% in 2012; 30.2% in 2011; 31.7% in 2010; 31.2% in 2009; 28.7% in 2008; and 27.5% in 2006). In 2005, 20 to 29 year olds were the most frequent respondents.

43


Question 34

Demographics – Self-Identification in Targeted Groups 20%

U of S 2009

10%

U of S 2010 U of S 2011 U of S 2012

0%

•

•

U of S 2013

Respondents were asked to check any of the demographic characteristics that apply. In 2011, an additional response option was added: ‘A member of the lesbian, gay, bisexual, transgender, two-spirit and queer (LGBT2Q) community’. There were a total of 310 responses to at least one of the identified groups, yielding a response rate of 18.4% (compared with 350 and a response rate of 17.4% in 2012; 324 and a response rate of 19.2% in 2011; 322 and 17.8% in 2010; 202 and 15.4% in 2009; and 250 and 15.8% in 2006). This question was omitted in error from the 2008 survey.

44


Question 35

Demographics – Length of Employment

40%

30%

20%

U of S 2009 U of S 2010

10%

U of S 2011 U of S 2012 U of S 2013

0% under 1 year

•

•

1 to 5 years

6 to 10 years

11 to 20 years

more than 20 years

There were 1,658 responses to this question for a response rate of 98.3% compared to 1,833 and 98.2% in 2012; 1,668 and 98.7% in 2011; 1,786 and 98.8% in 2010; 1,306 and 99.8% in 2009; 1,550 and 99.2% in 2008; and 1,512 and 95.6% in 2006. At present, the largest group of respondents has worked at the University for one to five years (33.1%; 31.9% in 2012; 32.9% in 2011; 31.7% in 2010; 30.9% in 2009; 33.6% in 2008; 16.8% in 2006; 33.2% in 2005). The second largest group has 11 to 20 years of service (20.4%; 21.0% in 2012; 20.4% in 2011; 20.2% in 2010; 20.3% in 2009; 17.7% in 2008; 9.6% in 2006), followed by those who have worked at the University between six and 10 years (19.0%; 19.5% in 2012; 19.4% in 2011; 19.4% in 2010; 19.8% in 2009; 17.2% in 2008; 9.0% in 2006), and then those who have been employed for more than 20 years (16.4%; 18.1% in 2012; 18.9% in 2011; 18.3% in 2010; 19.0% in 2009; 15.5% in 2008; 16.1% in 2006). As with the last five years, the lowest group of respondents is those in their first year of employment at the University (9.4%; 9.5% in 2012; 7.6% in 2011; 9.3% in 2010; 10.0% in 2009; 16.1% in 2008; 44.1% in 2006).

45


Question 36

30%

Demographics – Type of Occupation

U of S 2009 U of S 2010 U of S 2011

20%

U of S 2012 U of S 2013

10%

0%

•

•

• •

There were 1,651 responses to this question for a response rate of 97.9% (compared with 1,812 and 97.1% in 2012; 1,659 and 98.2% in 2011; 1,763 and 97.5% in 2010; 1,304 and 99.6% in 2009; 1,559 and 99.7% in 2008; 1,512 and 95.6% in 2006). This question was modified in the 2011 survey. The ‘Academic/Teaching/Research’ category was replaced by two options. The first option was ‘Academic – Teaching/Research’ and the second was ‘Teaching’. This question was first included in the 2006 survey, and retained in subsequent surveys. As in past years, the largest group of respondents is in the ‘Professional and Specialist’ category (23.4%; 23.0% in 2012; 23.3% in 2011 and 23.8% in 2010), followed by ‘Academic - Teaching/Research’ (18.8%; 16.2% in 2012; 18.6% in 2011, 17.2% in 2010), then ‘Administrative Support’ (15.9%; 15.7% in 2012; 16.2% in 2011, 17.2% in 2010).

46


Question 37

Demographics – Work Unit

Adv&Comm Engagement (First Nabons&Mebs Egmt; Stn20W; Alum Relns) Advancement (Advancement Services) Advancement (Alumni Relabons) Advancement&Community Engagement (Communicabons) Advancement&Community Engagement (Development) Advancement&Community Engagement OVP (Fin&Trusts; Adv Svc; Admn Team) Advancement (all) Protecbve Services Safety Resources Centre -‐ Conbnuing and Distance Educabon (other) Centre -‐ Conbnuing and Distance Educabon (UofS Language Centre)) Centre -‐ Conbnuing and Distance Educabon (All) College of Agriculture and Bioresources College of Arts and Science (Humanibes and Fine Arts) College of Arts and Science (Bio/Chem/Phys&EngPhys) College of Arts and Science (CompSci/GeolSci/Math&Stats) College of Arts and Science -‐ Sciences College of Arts and Science (Econ/NatSt/PolSt/Soc) College of Arts and Science (Psych/Geog&Plan/Anthro&Arch) College of Arts and Science -‐ Social Sciences College of Arts and Science (College Office) College of Denbstry College of Educabon College of Engineering College of Graduate Studies and Research College of Kinesiology College of Law Council of Health Science Deans College of Medicine -‐ BioMedical Sciences College of Medicine -‐ Clinical College of Medicine -‐ Other College of Medicine -‐ School of Physical Therapy College of Medicine (Incl. Physical Therapy and Council of HSc Deans) College of Nursing College of Pharmacy and Nutribon Consumer Services -‐ Bookstore Consumer Services -‐ Food Services Consumer Services -‐ Prinbng Services Consumer Services -‐ Residence Consumer Services -‐ Other Consumer Services (all) EMAP Edwards School of Business Facilibes Management Division (AVP Office Fin&Admin HR) Facilibes Management Division (Operabons and Maintenance -‐ Custodial) Facilibes Management Division (Operabons and Maintenance -‐ Trades) Facilibes Management Division (Operabons and Maintenance -‐ Other) Facilibes Management Division (Planning and Development) Facilibes Management Division (WSEP) Facilibes Management Division (All) Financial Services Division Gwenna Moss Teaching and Learning Centre/ULC Human Resources ICT -‐ Office of the AVP ICT -‐ Applicabons ICT -‐ Client Service ICT -‐ ISA ICT -‐ Planning and Governance ICT -‐ Placorm Services Insbtubonal Planning and Assessment Libraries Office of the Provost and Vice-‐President Academic Office of the Vice-‐President (Finance&Resources) (incl CorpAdmin) Office of the Vice-‐President (Research) Office of the Associate Vice-‐President (SESD) Office of the President (Incl Uni Secretary's Office; Audit) Prairie Swine Centre Johnson-‐Shoyama Graduate School of Public Policy (incl. Diefenbaker Centre) School of Environment and Sustainability School of Public Health Toxicology Research Centre Veterinary Medical Centre VIDO and Intervac Western College of Veterinary Medicine Other

0%

•

U of S 2013 U of S 2012 U of S 2011 U of S 2010 U of S 2009

2%

4%

6%

8%

10% 12% 14%

Responding employees were asked to identify which work unit17 they are a member of. There were 1,687 responses to this question for a response rate of 100% (compared to 1,867 and a response rate of 100% in 2012; 1,690 and 100% in 2011; 1,808 and 100% in 2010; 1,307 and 99.8% in 2009; 1,559 and 99.7% in 2008; and 1,508 and 95.4% in 2006).

17

The full list of work units provided to respondents is included at the end of the survey instrument in Appendix 1. 47

2013 Employee Opinion Survey Aggregate Report • • •

• •

This question was added in the 2006 survey, and retained in subsequent surveys. For the second year in a row, the largest group of respondents is from the College of Agriculture and Bioresources (5.2%), followed by Libraires (4.2%). In 2012, the largest group of respondents was from the College of Agriculture and Bioresources (5.3%), followed by the Western College of Veterinary Medecine (4.8%), and Libraries (4.2%). In 2011, the largest group of respondents was from Information Technology Services Division (5.3%). In 2010, the largest group of respondents was from the College of Agriculture and Bioresources (6.9%). In each of the prior survey years, the greatest ratio of participating employees was from the College of Medicine, until the College of Medicine was split into four sub-groups (BioMedical Sciences, Clinical, School of Physical Therapy, and Other). Taken together, 8.8% (8.5% in 2010) of all respondents were from the College of Medicine. The College of Arts and Science has never been a single item in the unit list. All together, 10.9% (8.8% in 2010) of respondents were from the College of Arts and Science.

Comments In the first five survey years, there was a single closing question which asked respondents to provide general comments. Since 2010, respondents have been asked to provide comments to the following two questions: •

Comments related to your unit, to be shared with your unit leader. **Please note that these comments will be shared verbatim with your unit leader. Unit leaders will be provided with all comments provided in aggregate and these comments will not be linked to your other survey answers. If you want your comments to remain anonymous, do not identify yourself with specific examples or descriptions. o

•

There were 322 comments provided (349 in 2012; 315 in 2011; 335 in 2010).

Comments related to the University. o

There were 327 comments provided (286 in 2012; 249 in 2011; 291 in 2010).

48


Decline Survey Results The invitation to participate in the survey asked those who were unable or unwilling to complete the survey, to quickly provide some feedback on their reasons. A record 61 individuals completed this survey (55 in 2012; 24 in 2011; 18 in 2010). While the results are not statistically significant, they are of practical significance in understanding why some employees do not participate in the annual Employee Opinion Survey.

I am unable/unwilling to complete the survey for the following reason(s) (Please check all responses that apply.):

I do not believe anything changes as a result of this survey I am concerned my responses are not anonymous I do not have the bme I do not believe my unit leader values the results of the survey I believe the survey invades my privacy I do not like parbcipabng in surveys The survey is too long Other

0 2013

2012

5 2011

10

15

20

25

30

35

2010

There were 37 "other" comments provided.

49


Appendix One Employee Opinion Survey Instrument Thank you for participating in the 2013 University of Saskatchewan Employee Opinion Survey. All responses are confidential. Reports are compiled so that smaller units are grouped to further ensure confidentiality of responses. Scale (unless otherwise stated): Strongly Disagree m

Disagree

Neutral

Agree

Strongly Agree

m

m

m

m

Employee Development and Engagement These questions are designed to measure perceptions about whether employees feel appreciated, valued and recognized. 1. 2. 3. 4. 5.

I feel I am recognized for a job well done. I have the chance to get a better job at the university based on my skills. I am satisfied with the amount of progress I have made in my job. I know what is expected of me at work. I have the materials, equipment, information and/or resources I need to do my work well. 6. I get a real sense of achievement from my work. 7. At work, I have the opportunity to do what I do best every day. 8. In the last seven days, I have received recognition or praise for doing good work. 9. My supervisor, or someone at work, seems to care about me as a person. 10. There is someone at work who encourages my development. 11. My opinions seem to count. 12. The purpose of the university and/or my work unit makes me feel my job is important. 13. My co-workers are committed to doing quality work. 14. I have a best friend or close colleague at work. 15. In the last six months, someone at work has talked to me about my progress. 16. This last year, I had opportunities at work to learn and grow. 17. I see how my work aligns with my unit’s multi-year plan. (response options: 5 point agree scale as above, and "I am not aware of my unit's multi-year plan.") 18. Please identify one or more of the following which may be a barrier to your being fully engaged and successful at work: a. Daycare b. Family care c. Work volume d. Elder care e. Workplace Relationships f. Conflict in the Workplace g. Ability to cope with change h. Personal resiliency Appendices p L

2013 Employee Opinion Survey Aggregate Report i. Family issues j. Health issues k. Leadership l. None m. Other 19. If you indicated that there are other barriers to your being fully engaged and successful at work, please specify. (Qualitative)

Values/Work Environment/Work Unit Specific These questions are designed to measure workplace culture. Please consider your individual work unit when responding to the following questions. 20. In my work unit we are honest, supportive and sensitive in our communications. 21. In my work unit we respect and value individual and cultural differences. 22. In my work unit we support innovation, creativity and risk taking. 23. In my work unit we learn from our failures. 24. In my work unit we celebrate our successes. 25. In my work unit we are fair and forthright in our dealings. 26. In my work unit we confront problems and issues openly and directly. 27. In my work unit we cultivate an environment of collegiality and trust.

The Equity / Diversity Quotient These questions measure employee perceptions of fairness or equity, and whether or not diversity is appreciated and valued in the workplace. 28. I am aware of the goals and principles of the university’s diversity strategies. 29. I feel the effect of a diverse workforce on the future of the university is: a. Highly beneficial b. Somewhat beneficial c. Neutral d. Somewhat detrimental e. Highly detrimental 30. Under-represented groups (women, visible minorities, persons with disabilities and Aboriginal people) are treated with respect . 31. I believe that the following groups have an equal opportunity for employment at the university (check all that apply): a. An Aboriginal person b. A female c. A male d. A person from a visible minority group e. A person with a disability

Demographics 32. Gender: a. Female b. Male 33. Age: a. Less than 20 b. 20 to 29 Appendices p LI

2013 Employee Opinion Survey Aggregate Report c. 30 to 39 d. 40 to 49 e. 50 to 59 f. Over 60 34. I self identify as (check all that apply) a. An Aboriginal person b. A person with a disability c. A person from a visible minority group d. A member of the lesbian, gay, bisexual, transgender, two-spirit and queer community. 35. Length of employment at the University: a. Under 1 year b. 1 to 5 years c. 6 to 10 years d. 11 to 20 years e. More than 20 years 36. Type of occupation (select the one which best represents the type of work you perform most of the time): a. Administrator b. Administrative Support c. Academic - Teaching/Research d. Teaching e. Information Technology f. Managerial g. Operational Support h. Professional and Specialist i. Trades j. Technical 37. From the list below check the one group which best describes where you work. a. Advancement and Community Engagement (Communications) b. Advancement and Community Engagement (Development) c. Advancement and Community Engagement (First Nations and Metis Engagement; Station 20 West; Alumni Relations) d. Advancement and Community Engagement VP Office (Finance and Trusts; Advancement Services; Admin Team) e. Centre - Continuing and Distance Education (other) f. Centre - Continuing and Distance Education (University of Saskatchewan Language Centre)) g. College of Agriculture and Bioresources h. College of Arts and Science (Biology; Chemistry; Physics and Engineering Physics) i. College of Arts and Science (College Office) j. College of Arts and Science (Computer Science; Geological Sciences; Mathematics and Statistics) k. College of Arts and Science (Economics; Native Studies; Political Studies; Sociology) l. College of Arts and Science (Humanities and Fine Arts) m. College of Arts and Science (Psychology; Geography and Planning; Anthropology and Archaeology) n. College of Dentistry o. College of Education Appendices p LII

2013 Employee Opinion Survey Aggregate Report p. q. r. s. t. u. v. w. x. y. z. aa. bb. cc. dd. ee. ff. gg. hh. ii. jj. kk. ll. mm. nn. oo. pp. qq. rr. ss. tt. uu. vv. ww. xx. yy. zz. aaa. bbb. ccc. ddd. eee. fff. ggg. hhh.

College of Engineering College of Graduate Studies and Research College of Kinesiology College of Law College of Medicine - BioMedical Sciences College of Medicine - Clinical College of Medicine - Other College of Medicine - School of Physical Therapy College of Nursing College of Pharmacy and Nutrition Consumer Services - Bookstore Consumer Services - Food Services Consumer Services - Other Consumer Services - Printing Services Consumer Services - Residence Council of Health Science Deans Edwards School of Business EMAP Facilities Management Division (AVP Office Finance and Administration Human Resources) Facilities Management Division (Operations and Maintenance Custodial) Facilities Management Division (Operations and Maintenance - Other) Facilities Management Division (Operations and Maintenance - Trades) Facilities Management Division (Planning and Development) Financial Services Division Gwenna Moss Teaching and Learning Centre/ULC Human Resources ICT - Applications ICT - Client Service ICT - Office of the AVP ICT - Platform Services Institutional Planning and Assessment Johnson-Shoyama Graduate School of Public Policy (including Diefenbaker Centre) Libraries Office of the Associate Vice-President (Student and Enrolment Services Division) Office of the President (Including University Secretary's Office; Audit Services) Office of the Provost and Vice-President Academic Office of the Vice-President (Finance and Resources) (including Corporate Administration) Office of the Vice-President (Research) Protective Services Safety Resources School of Environment and Sustainability School of Public Health Toxicology Research Centre Veterinary Medical Centre VIDO and Intervac Appendices p LIII

2013 Employee Opinion Survey Aggregate Report iii. jjj.

Western College of Veterinary Medicine Other

38. Comments related to your unit, to be shared with your unit leader: **Please note that these comments will be shared verbatim with your unit leader. Unit leaders will be provided with all comments provided in aggregate and these comments will not be linked to your other survey answers. If you want your comments to remain anonymous, do not identify yourself with specific examples or descriptions. 39. Comments related to the university:

Appendices p LIV


Decline Survey Instrument The employee opinion survey is used to gather your opinion about your work experience at the University of Saskatchewan. Results are used to: • Design planning activities in your own units and/or colleges • Measure the success of the university through the Achievement Record • Identify areas for improvement and/or additional resources • Improve your work experience To add to the interpretability of the survey results, it is helpful to know why people choose to not respond and to determine if there is any systematic pattern among their reasons for that choice. Your responses will be collected without any information that could be used to identify you. It will be used for survey analysis and reporting. Due to the level of anonymity, it cannot be provided to your unit leader. Thank you for your time and consideration. I am unable/unwilling to complete the survey for the following reason(s) (Please check all responses that apply.):

I do not have the time.

I do not like surveys.

I do not believe anything changes as a result of this survey.

I do not believe my unit leader values the results of the survey.

I believe the survey invades my privacy.

I am concerned my responses will not be anonymous.

I would like to participate but I am too busy right now.

The survey is too long.

Other (please specify) ___________________________

Appendices p LV


Appendix Two Messages Sent to Employees to Invite Participation in 2013 Employee Opinion Survey October 24, 2013 email message content: The annual University of Saskatchewan Employee Opinion Survey is again open and we want your input! It will take you less than 10 minutes to complete the survey by going to the following link: https://survey.usask.ca/survey.php?sid=6645 Your participation is encouraged as leaders across campus are relying more and more on the survey data to appreciate successes as well as to plan to enact positive change in their areas. The Employee Opinion Survey is an annual check-in to help the university evaluate campus-wide and unit-level alignment with the goals and priorities of the institution. The results are used to: • • • • •

make recommendations to unit leaders to improve your work experience monitor employee engagement levels identify areas for improvement and/or additional resources measure and report on employee engagement through the university’s Achievement Record inform people planning priorities in your unit

In order to ensure that responses are collected from employees only and only once per employee, login with a NSID will be required. To ensure your anonymity, your NSID is not recorded with your survey responses. In unit reporting, smaller units are grouped together, and questions that might identify you are optional. No data which can identify individual responses is collected. Collected demographic information is used for statistical analysis only and the university publishes only the aggregate results of the survey. Last year’s results can be found at: http://www.usask.ca/hrd/survey/index.php If you prefer or need, you may complete a paper version of the survey and send it to Human Resources through campus mail or by hand delivery. Please contact Human Resources at 306-966-6270 to request your copy. If you chose to not complete the survey, we are interested in understanding why. Please provide us with feedback at https://survey.usask.ca/survey.php?sid=22003. Please provide your responses by Thursday, November 7, 2013.

Appendices p LVI

2013 Employee Opinion Survey Aggregate Report Thank you for your time, Barb Daigle Associate Vice-President, Human Resources For more information, contact: Jackie Hunter, Senior Consultant, Human Resources at [email protected] or 306966-6274. October 23rd email to members of the PAC (including the President, VicePresidents, Deans, Associate Deans, Assistant Deans and Directors; approximately 120 people in total) message content: Colleagues, The university has experienced significant change and it is important to be aware of how these changes have affected employee engagement across campus. Please help us gather information about employee engagement at the university – and in your college or unit – by encouraging your faculty and staff to voice their opinions by completing the annual Employee Opinion Survey. High participation among your faculty and/or staff will further inform your own planning efforts as you receive unit-specific results. These results often highlight success as well as point to areas where you can affect positive change in your college or unit. Survey results are also included in the university’s annual Achievement Record. The survey will launch on Thursday, October 24, 2013 and will be open until Thursday, November 7, 2013. An invitation to complete the survey will be extended to faculty and staff via email. A poster for distribution to promote the survey is attached to this e-mail. In addition to promoting the survey in your area, I also encourage you to complete the survey yourself. This year we ask that senior leaders identify themselves with the unit to which they report. For example, Deans respond under the Provost’s office and VicePresidents respond under the Office of the President. The human resources Senior Consultants will be in touch with you with an initial set of your college or unit’s results. If you have any questions or comments, please do not hesitate to contact your human resources Senior Consultant. Regards, Barb Barb Daigle Associate Vice-President, Human Resources

Appendices p LVII

2013 Employee Opinion Survey Aggregate Report October 30th update email to members of the PAC message content: This email is being sent on behalf of Jackie Hunter, Senior Consultant, Human Resources ************************************************************************ Colleagues, As per Barb Daigle’s email of Wednesday, October 23, 2013, here is an update on the 2013 Employee Opinion Survey. Please find attached the response rates for all colleges and units to date. Your continued promotion of the survey will help us to increase this number and increase the validity of your unit results. If it’s helpful, attached is a promotional template that can be sent out to the employees in your unit. The survey will remain open until Thursday, November 7, 2013. Once the survey closes the human resources consultants will work with you on your unit specific results to help you address any gaps that might exist and further develop the people plan for your area. If you have any questions, please do not hesitate to contact me at ([email protected]) or (966-6274). Thank you, Jackie Hunter Senior Consultant Jackie Hunter Senior Consultant, Human Resources Office of the Associate Vice-President and Assistant to Sharon Scott, Director of Internal Communications E140-105 Administration Place Saskatoon, SK S7N 5A2 Ph: (306) 966-6274 F: (306) 966-7026

Confidentiality Warning This e-mail, including any attachments, is confidential and intended only for the addressee. If you are not the intended recipient, please note that any distribution or copying of this e-mail is strictly prohibited. If you have received this e-mail in error, please return it to the sender and delete all copies. Thank you for your cooperation.

Appendices p LVIII

2013 Employee Opinion Survey Aggregate Report October 30th Promotional Template included in Jackie Hunter’s email to members of the PAC: Hello, On October 24, 2013, Human Resources sent out an invitation to participate in the 2013 Employee Opinion Survey. To date, NAME OF COLLEGE/UNIT has a response rate of ____. If you have already completed the survey, thank you. If not, I encourage you to do so at https://survey.usask.ca/survey.php?sid=6645. Survey results are important. Our leadership team / I will use the results in NAME OF COLLEGE/UNIT to: (select those that are relevant to your unit) • Inform planning priorities • Collect ideas, experiences and perceptions of your workplace • Measure and report on employee engagement through the university’s Achievement Record • Identify areas for improvement • Identify areas of success • Make recommendations that improve your work experience • Monitor engagement levels • Add your own If you prefer or need, you may complete a paper version of the survey and send it to Human Resources through campus mail or by hand delivery. Please contact Human Resources at 966-6270 to request your copy. The survey closes on Thursday, November 7, 2013. Thank you, October 31st Reminder Email to all employees: On October 24, 2013, an invitation was sent to you to participate in the 2013 Employee Opinion Survey. If you have already completed the survey, thank you. If you have not had the opportunity to complete it, I encourage you to do so by going to the following link: https://survey.usask.ca/survey.php?sid=6645. Please provide your responses by Thursday, November 7, 2013. Thank you for your time, Barb Daigle, Associate Vice-President, Human Resources For more information, contact: Jackie Hunter, Senior Consultant, at 306-966-6274 or [email protected]

Appendices p LIX

2013 Employee Opinion Survey Aggregate Report PAWS Sticky Screenshot:

November 5th Survey Deadline Extension Email to all employees: The deadline to complete the Employee Opinion Survey has been extended to November 14, 2013. If you have not yet completed the survey, please do so at the following link: https://survey.usask.ca/survey.php?sid=6645. If you prefer, you may complete a paper version of the survey and send it to Human Resources through campus mail or by hand delivery. Please contact Human Resources at 966-6270 to request your copy. If you chose to not complete the survey, we are interested in understanding why. Please provide us with feedback at https://survey.usask.ca/survey.php?sid=22003. Thank you for your time. Barb Daigle Associate Vice President, Human Resources For more information, contact: Jackie Hunter, Senior Consultant at [email protected] or 306-966-6274

Appendices p LX


Appendix Three Employee Opinion Survey 2013 Poster

Appendices p LXI


Appendix Four Summarized Comments from: Question 19 “If you indicated that there are other barriers to your being fully engaged and successful at work. Please specify.” Question 38 “Comments Related to Your Unit, To Be Shared with your Unit Leader” Question 39 “Comments related to the University” The survey offers the opportunity for respondents to provide open-ended comments related to the barriers at work to being fully engaged and successful as well as comments related to their unit and the university. All of the comments can be summarized into the following four themes: vision, structure and accountability, systems and processes, and culture and climate. Vision: • Morale is suffering due to clarity in, conflict with, and/or changes to the university’s vision; • The university is implementing Operating Budget Adjustments, including Workforce Planning and TransformUs, which are unsuitable responses to the issue at hand and/or are ineffective strategies to achieving the vision. Structure and Accountability • Central and senior administration is too large and/or is ineffectively leading the University. Systems/Processes: • Employees are expected to take on more work with less resources, imbalanced workspaces among staff, and/or cumbersome processes at both a unit and university level; • Unfair ways or inequality in which staff and faculty are recognized and/or rewarded. Culture and Climate: • There are specific workplace conflicts that are unique to each unit and college; • Positive culture at a unit level that is undermined by the University’s actions or communications.

Appendices p LXII